Podcasts about Glass ceiling

Colonel Eileen Collins was the first woman to pilot and command a Space Shuttle, and the person NASA trusted to lead the program back into space after the loss of Columbia. But her story is about so much more than the milestones. In this episode, Sarah Al-Ahmed sits down with Eileen Collins to discuss “Spacewoman,” a new documentary written and directed by Hannah Berryman, based on Collins' book “Through the Glass Ceiling to the Stars: The Story of the First American Woman to Command a Space Mission.” They talk about what drove her to keep pushing forward, the personal cost of pursuing an extraordinary career, and what it means to break barriers, not just for yourself, but for everyone who comes after you. Then, Bruce Betts, our Chief Scientist, joins us for What's Up to explore what distinguished pilots and commanders from mission specialists in the space shuttle era, and why that distinction was so critical to Eileen's path to the commander's seat. Discover more at: https://www.planetary.org/planetary-radio/2026-spacewomanSee omnystudio.com/listener for privacy information.

Colonel Eileen Collins, an SwRI advisory trustee and the first woman to pilot and command a NASA spacecraft has been on tour across the U.S. with her new documentary, “Spacewoman.” She stopped into the podcast studio to talk about the film based on her book, “Through the Glass Ceiling to the Stars.” As a NASA astronaut, Collins was part of four space missions, including serving as commander of the Return to Flight Mission following the Columbia disaster of 2003. Listen now as Col. Collins discusses her path to NASA, the varied effects of space travel on the human body, how she overcame doubts and fears to venture back into space after tragedy and the documentary that dives deep into the darkest and most triumphant moments of her life.

In this episode live from Hawaiian Eye 2026, Cathleen McCabe, MD speaks with Marguerite McDonald, MD, FACS about her fascinating career that has spanned many decades. From shocking stories about ophthalmic research to being the first woman to pioneer a number of leadership roles in the field, Dr. McDonald shares her journey.  We'd love to hear from you! Send your comments/questions to podcast@healio.com. Follow us on Twitter @Healio_OSN. Mend the Gap would also like to give you the chance to nominate yourself or a colleague for a travel grant! To enter, simply email us at podcast@healio.com! ·        Welcome to this episode 1:23 ·        Marguerite McDonald, MD, FACS 1:35 ·        Tell us about your career, how did you start? 4:30 ·        How did you become the first person in the world to perform corneal refractive surgery? 9:27 ·        Radial keratotomy and a lawsuit 16:07 ·        Refractive surgery research 20:10 ·        Facing criticism 29:13 ·        Any motivating words for our audience? 35:12 ·        Thank you! 37:34 Cathleen McCabe, MD, is chief medical officer of Eye Health America and medical director of The Eye Associates in Sarasota, Florida. Marguerite McDonald, MD, FACS, is a clinical professor of ophthalmology at NYU Langone Health and in private practice with OCLI in Long Island, NY.

"I think sometimes you should choose you."   In this episode of the Daily Lawyer podcast, we sit down with Ruchi Agnihotri, a legal powerhouse with over 27 years of experience who has served as a lawyer, independent director, arbitrator, and entrepreneur.   Ruchi takes us through her remarkable career, starting from her "unpolished" beginnings as a junior to Justice Pratibha M. Singh, where she had a ringside view of trademark battles for global brands like Coke and Pepsi. She shares her years at M/s Amarchand Mangaldas, arguable the biggest Indian law firm at the time, where she was groomed into a leader and worked on landmark cases, including the 2G Spectrum litigation and international arbitrations.   Beyond the courtroom, Ruchi delves into the evolving legal landscape, discussing: 1. ⁠The Power of Mentorship: How being groomed as a "brand ambassador" and leader shaped her professional identity. 2. In-House vs. Litigation: The unique value a litigator brings to a General Counsel role, from deep-diving into investigations to spotting overbilling. 3. ⁠Dispute Avoidance & ESG: Why she shifted her focus toward strategic conflict avoidance and sustainable business practices (ESG) to help corporations avert crises before they happen.   In a deeply personal and candid segment, Ruchi discusses the resilience required to navigate major life transitions. She speaks openly about her decision to end a 25-year marriage, the resulting professional and social isolation, and the courage it takes to start a "new chapter" by choosing one's own value over societal norms.   Whether you are a young law student, a seasoned professional, or someone facing a difficult personal crossroad, Ruchi's story is a masterclass in professional excellence and personal strength.   Chapters: 01:44: Introduction 02:48 Deciding to Pursue a Career in Law 03:32 The "Unpolished" Beginnings with Justice Pratibha Singh 04:46 90s Intellectual Property: Coke vs. Pepsi Battles 06:09 Joining Amarchand: The Reality of Debt Recovery (DRT) 09:51 Being Groomed as a Leader at Amarchand 11:46 Mastering Client Communication & "Last Mile Connectivity" 13:48 Professional Identity & Breaking the Glass Ceiling 16:01 Handling Landmark Cases: 2G Spectrum & Mardia Chemicals 18:56 The Value of Litigators in In-House Roles 21:08 From Conflict Management to Strategic Dispute Avoidance 22:36 ESG & Sustainable Business Strategy: A Proactive Approach 26:42 Choosing Resilience: Starting a New Chapter After 25 Years 29:54 The Cost-Benefit Analysis of "Choosing You" 32:50 – Conviction and Self-Worth: Choosing the "New Chapter" 35:44 – Beyond Law: Motivations for a Wellness Venture 36:48 – Closing Segment Connect with us:   Contact: contactus@thedailylawyer.in Website: https://thedailylawyer.in/ Instagram: https://www.instagram.com/thedailylaw... LinkedIn:   / jenna-v-krishnan     #thedailylawyer #legalpodcast #RuchiAgnihotri #lawyerlife #womeninlaw #legalprofessional #indianlawyers #biglaw #arbitration #corporategovernance #esg #generalcounsel #legalmentorship #lawyertips #strategicthinking #productivitytips #resilience #choosingyourself #startingover #mentalwellness #selfgrowth

What If...What if the very drive that made you successful is the exact thing that's quietly destroying your health? What if burnout doesn't announce itself with a dramatic breakdown, but instead shows up as bloating, fatigue, and a rash from eating eggs — and you, a physician, still miss it? Dr. Susan LaValle didn't just study burnout. She lived it, ignored it, and almost didn't survive it — three times.The Summary & Guest IntroDr. Susan LaValle is a former professional ballet dancer turned plastic surgeon turned executive performance strategist — and that career arc alone tells you everything you need to know about how hard she pushes. As the founder of Balance Performance and author of Thrive: A Five-Week Guide to Mastering Your Energy at Any Age, Susan now helps high-achieving executives understand what their biology is trying to tell them before their body forces the conversation. After three ICU visits in a single year — including a blood clot that traveled from her entire left leg to her lungs — she rebuilt her life and her practice around a simple but radical truth: you cannot out-perform a body that is shutting down. This episode sits right at the intersection of Erica's Glass Ceilings and Sticky Floors mission — because the "show must go on" mentality isn't just a personal habit, it's a system that rewards women for running themselves into the ground.Inside the EpisodeThe "Show Must Go On" Sticky Floor: Dr. Susan traces her relentless drive back to 14 years as a professional ballet dancer — and how that single belief followed her into the operating room, into motherhood, and straight into the ICU. Learn why the mindset that builds careers can also quietly dismantle your health.What Burnout Actually Looks Like: Forget the dramatic collapse. Dr. Susan breaks down what her burnout really looked like — weight gain, gut inflammation, food sensitivities, and fatigue she kept overriding — and why even a physician can miss the signs until it's almost too late.The Four-Day Work Week Win: After her third hospitalization, Dr. Susan restructured her entire plastic surgery practice around a four-day work week — and her team was just as productive, her patients were happier, and nobody had to sleep on a couch outside the exam rooms. Yes, really.The Listen, Let Go, and Live Framework: The three-step methodology behind Thrive — and why "let go" is the hardest of the three for every high achiever in the room. Spoiler: it's not the hot yoga you have to give up, it's the identity.Tests Don't Guess: Dr. Susan's approach to proving burnout to skeptical executives who swear they're "not stressed" — using cortisol labs and biological data to show what the body is doing when the mind refuses to admit it.The Sleep Gap Nobody Talks About: Why you can't go from four hours to eight hours overnight, and the one small shift — just 15 minutes — that Dr. Susan prescribes first to start closing t BUY THE BOOK - Glass Ceilings and Sticky FloorsConnect with me on LinkedInBe a Book Launch Insider!!!My FREE 5x5 Starter Kit for LinkedInFREE WEEKLY SUCCESS PLANNERJoin our Facebook Group! Find me on InstagramCheck out our PINS on PinterestAnd YES - I'm on TikTok!

What If...What if the very drive that made you successful is the exact thing that's quietly destroying your health? What if burnout doesn't announce itself with a dramatic breakdown, but instead shows up as bloating, fatigue, and a rash from eating eggs — and you, a physician, still miss it? Dr. Susan LaValle didn't just study burnout. She lived it, ignored it, and almost didn't survive it — three times.The Summary & Guest IntroDr. Susan LaValle is a former professional ballet dancer turned plastic surgeon turned executive performance strategist — and that career arc alone tells you everything you need to know about how hard she pushes. As the founder of Balance Performance and author of Thrive: A Five-Week Guide to Mastering Your Energy at Any Age, Susan now helps high-achieving executives understand what their biology is trying to tell them before their body forces the conversation. After three ICU visits in a single year — including a blood clot that traveled from her entire left leg to her lungs — she rebuilt her life and her practice around a simple but radical truth: you cannot out-perform a body that is shutting down. This episode sits right at the intersection of Erica's Glass Ceilings and Sticky Floors mission — because the "show must go on" mentality isn't just a personal habit, it's a system that rewards women for running themselves into the ground.Inside the EpisodeThe "Show Must Go On" Sticky Floor: Dr. Susan traces her relentless drive back to 14 years as a professional ballet dancer — and how that single belief followed her into the operating room, into motherhood, and straight into the ICU. Learn why the mindset that builds careers can also quietly dismantle your health.What Burnout Actually Looks Like: Forget the dramatic collapse. Dr. Susan breaks down what her burnout really looked like — weight gain, gut inflammation, food sensitivities, and fatigue she kept overriding — and why even a physician can miss the signs until it's almost too late.The Four-Day Work Week Win: After her third hospitalization, Dr. Susan restructured her entire plastic surgery practice around a four-day work week — and her team was just as productive, her patients were happier, and nobody had to sleep on a couch outside the exam rooms. Yes, really.The Listen, Let Go, and Live Framework: The three-step methodology behind Thrive — and why "let go" is the hardest of the three for every high achiever in the room. Spoiler: it's not the hot yoga you have to give up, it's the identity.Tests Don't Guess: Dr. Susan's approach to proving burnout to skeptical executives who swear they're "not stressed" — using cortisol labs and biological data to show what the body is doing when the mind refuses to admit it.The Sleep Gap Nobody Talks About: Why you can't go from four hours to eight hours overnight, and the one small shift — just 15 minutes — that Dr. Susan prescribes first to start closing t BUY THE BOOK - Glass Ceilings and Sticky FloorsConnect with me on LinkedInBe a Book Launch Insider!!!My FREE 5x5 Starter Kit for LinkedInFREE WEEKLY SUCCESS PLANNERJoin our Facebook Group! Find me on InstagramCheck out our PINS on PinterestAnd YES - I'm on TikTok!

I can't believe what I just witnessed! 2 Men under 2 Hours! Watch it here - https://www.youtube.com/watch?v=1voTDQQQf5g  My thoughts on this & where do we go from here?   Aaron's information: My Socials, Channels, & Newsletter: https://www.facebook.com/MRRUNNINGPAINSCOACHING https://www.instagram.com/runningislifecoaching/ https://www.youtube.com/channel/UCQ6J512qA34z_N0KJSU4jfw https://www.strava.com/athletes/18431982  Email - coachsaft@gmail.com Thanks to all of you for listening! Please share the Podcast and please leave a review, rate, & subscribe if you haven't done so already! THANK YOU! Aaron Saft Running Is Life Coaching & Podcast

Recorded at the Women Deliver conference, this episode of Think Change – produced in partnership with GWL Voices – sets out the stakes for gender equality and multilateralism at a moment of deep geopolitical strain, and asks what the race for the next UN Secretary-General reveals about both.Recent rollbacks on gender rights and climate action are not isolated. They are part of a broader political project that mobilises “traditional values” and divisive narratives to hold onto power, weaken accountability and challenge universal rights.These dynamics are playing out not only within states, but inside multilateral institutions themselves – and they are already shaping the race for the next UN Secretary-General.As the selection process begins, the question is not only who leads the UN, but what kind of leadership is politically possible. Campaigns like 1 for 8 Billion, supported by ODI Global, are calling for a more transparent, inclusive and merit-based process, and for Member States to nominate women candidates.But this is not a neutral contest. It is a deeply political one.We are already seeing how gender is being weaponised within it, with opposition to candidates framed through ideological lines, including attacks on candidates who support rights-based positions on abortion and women's autonomy.In this episode, we explore how these dynamics are playing out and whether feminist leadership offers not just a normative vision, but a practical strategy for rebuilding legitimacy, resisting backlash and making multilateralism work in a more contested world.The video recording of this episode is now available on our website and on YouTube.GuestsSara Pantuliano (host), Chief Executive, ODI GlobalHelen Clark, Former Prime Minister of New Zealand and Administrator of the United Nations Development Programme (UNDP)Cristina Gallach, former UN Under-Secretary-General for Communications and Public InformationKate Gilmore, Former UN Deputy High Commissioner for Human RightsRelated resourcesInside the global backlash (Resources hub, ODI Global)Advancing gender rights at the Human Rights Council in times of backlash (Report, ODI Global)How women's movements lead demands for democracy in the face of backlash and politicised religion (Report, ODI Global)

PJ talks to Karla, Sarah and Éidín about their brilliant comedy which is part of the Cork Fringe Festival 2026 at The Pavilion May 9th & 10th @ 3:00pm Hosted on Acast. See acast.com/privacy for more information.

What if trying to be perfect is the very thing making you unhappy?In this episode, Dr. Tarryn McCarthy speaks to high-achieving, deeply passionate healthcare professionals who feel weighed down by pressure, self-doubt, and the need to always get it right. She shares how perfectionism takes root in medicine and dentistry, why it can look like excellence on the outside, and how it quietly steals joy, freedom, and peace. This episode is especially meaningful for high-achieving women in dentistry who carry so much and still feel like it is never enough. If success looks good on paper but does not feel good in real life, this conversation may help you see what is really standing in the way. Hit play and let this be the episode that breaks your old rules.Show notes:(3:03) The programming of perfectionism begins(5:08) School teaches that perfection earns love(9:23) Perfection spreads into every area(11:47) Perfectionism is not a value(13:47) Perfectionism keeps high achievers small(21:47) Awareness creates freedom and choice(26:19) Outro_______________________IMPORTANT LINKS:Empower Her Retreat:Dates: October 1–4, 2026Location: Taos, New MexicoWebsite: empowerherretreat.orgConnect with Dr. MacCarthy:Email: tarryn@drtarrynmaccarthy.comBook a call with Tarryn:https://api.leadconnectorhq.com/widget/bookings/happiness-and-prosperity-strategy-callUnlock your inner peace and reclaim joy in your profession with the Nervous System Regulation For Dentists Course: https://www.thebizofhappiness.com/calmPlease join my Facebook group, Business Of Happiness Hive, so we can all take this journey to find fulfillment and happiness together. Click here: https://www.facebook.com/groups/2047152905700283Where to find me:Website: www.thebizofhappiness.comFacebook: facebook.com/thebusinessofhappinessIG: @thebizofhappinessIt would mean the world to me if you subscribe, leave a review, and share this podcast with your friends, co-workers, and families. This will help the trajectory of this podcast and allow others who are seeking true happiness to find the podcast.

What if the system you've been navigating was never designed to include you — and now the technology being built on top of it is about to make that permanent?That's not a hypothetical. It's happening right now. And Erica Rooney isn't just naming it — she's doing something about it.This is a solo episode and a bit of a manifesto. Erica pulls back the curtain on why Glass Ceilings and Sticky Floors is evolving — not abandoning its roots, but expanding them. From surviving corporate to influencing what gets built next, this episode marks the moment the conversation gets bigger, bolder, and a lot more urgent.Inside the Episode:The Quiet Shift: Why the biggest evolutions don't announce themselves — they just change how you think, what you tolerate, and which rooms you're willing to walk intoThe AI Gap: Why the leadership gap, the pay gap, and the opportunity gap now have a dangerous new sibling — and why it matters right nowHistory Is the Training Data: The chilling reality of what gets amplified when AI learns from a system that already wasn't built for usFrom Ceilings to Gaps: How Erica's mission is expanding from helping women navigate what exists to influencing what gets built nextThe Her Collective Play: Why the work was never meant to happen alone — and how AI is becoming a practical tool (not a gimmick) inside this communityThe One-Decision Rule: No overhauls. No waiting until you're ready. Just one pivot that compounds into the person you were always supposed to beResources & Links:Her Collective — Erica's private coaching community where strategy meets support. DM Erica directly for a guest invite to a live sessionGlass Ceilings and Sticky Floors (the book) — Erica's foundational framework for understanding the barriers women face in corporateGlass Ceilings and Sticky Floors Podcast — Follow, rate, and review to keep these conversations goingBUY THE BOOK - Glass Ceilings and Sticky FloorsConnect with me on LinkedInBe a Book Launch Insider!!!My FREE 5x5 Starter Kit for LinkedInFREE WEEKLY SUCCESS PLANNERJoin our Facebook Group! Find me on InstagramCheck out our PINS on PinterestAnd YES - I'm on TikTok!

What if the system you've been navigating was never designed to include you — and now the technology being built on top of it is about to make that permanent?That's not a hypothetical. It's happening right now. And Erica Rooney isn't just naming it — she's doing something about it.This is a solo episode and a bit of a manifesto. Erica pulls back the curtain on why Glass Ceilings and Sticky Floors is evolving — not abandoning its roots, but expanding them. From surviving corporate to influencing what gets built next, this episode marks the moment the conversation gets bigger, bolder, and a lot more urgent.Inside the Episode:The Quiet Shift: Why the biggest evolutions don't announce themselves — they just change how you think, what you tolerate, and which rooms you're willing to walk intoThe AI Gap: Why the leadership gap, the pay gap, and the opportunity gap now have a dangerous new sibling — and why it matters right nowHistory Is the Training Data: The chilling reality of what gets amplified when AI learns from a system that already wasn't built for usFrom Ceilings to Gaps: How Erica's mission is expanding from helping women navigate what exists to influencing what gets built nextThe Her Collective Play: Why the work was never meant to happen alone — and how AI is becoming a practical tool (not a gimmick) inside this communityThe One-Decision Rule: No overhauls. No waiting until you're ready. Just one pivot that compounds into the person you were always supposed to beResources & Links:Her Collective — Erica's private coaching community where strategy meets support. DM Erica directly for a guest invite to a live sessionGlass Ceilings and Sticky Floors (the book) — Erica's foundational framework for understanding the barriers women face in corporateGlass Ceilings and Sticky Floors Podcast — Follow, rate, and review to keep these conversations goingBUY THE BOOK - Glass Ceilings and Sticky FloorsConnect with me on LinkedInBe a Book Launch Insider!!!My FREE 5x5 Starter Kit for LinkedInFREE WEEKLY SUCCESS PLANNERJoin our Facebook Group! Find me on InstagramCheck out our PINS on PinterestAnd YES - I'm on TikTok!

Hello! A special episode this Easter Weekend as Andrew Musgrove joins Everton podcaster Ian Croll, and Villa podcaster Dan Rolinson, to talk all things PSR/CSR - as we find out, we're all very frustrated at the rules! --- As always a big thanks to our sponsors NORD VPN and Saily - two products that will enhance your travel abroad. NORD VPN providing the safety and security you need while browsing, and Saily giving you that affordable e-sim and network coverage. You can get discounts by hitting up the links in the description box. EXCLUSIVE NordVPN Deal ➼ https://nordvpn.com/toon Try it risk-free now with a 30-day money-back guarantee

Everton, Aston Villa & Newcastle: Breaking the Premier League Glass Ceiling | The Royal Blue EXCLUSIVE NordVPN Deal ➼ https://nordvpn.com/efc Try it risk-free now with a 30-day money-back guarantee The Premier League's financial landscape is shifting. As we move from the era of Profit and Sustainability Rules (PSR) to the new Squad Cost Ratio (SCR) for the 2026/27 season, the "challenger" clubs find themselves at a crossroads. Join Ian Croll (Everton), Dan Rolinson (Aston Villa), and Andrew Musgrove (Newcastle United) as they dive deep into what these changes mean for the clubs trying to shatter the traditional "Big Six" monopoly. What's on the Agenda? The PSR Post-Mortem: How Everton became the "canary in the coal mine" for points deductions, and why Newcastle and Villa have had to stall their rapid growth to stay compliant. The New Frontier (SCR): Breaking down the 85% revenue-to-squad-cost cap (and the stricter 70% cap for those in Europe). Is this a "tactical handbrake" for ambitious owners, or a fairer way to monitor spending in real-time? The "Glass Ceiling" Debate: With rules now tethered directly to revenue, does this simply bake in the advantage of the highest earners? Or do the new "rollover" allowances and academy profit loopholes offer a genuine path to the top? Club-Specific Impacts: Everton: Transitioning into a new stadium—how will increased matchday revenue under SCR change their recruitment power? Aston Villa: Balancing Champions League ambitions with the 70% UEFA-aligned threshold. Newcastle: Can the "richest club in the world" finally flex its financial muscle, or is the ceiling now reinforced with steel? #EFC #EvertonFC #DavidMoyes #EvertonStadium #HillDickinson #RoyalBlue Everton FC podcasts from the Liverpool ECHO's Royal Blue YouTube channel. Get exclusive Everton FC content - including podcasts, live shows and videos - everyday. Subscribe to the Royal Blue Everton FC YouTube Channel and watch daily live shows HERE: https://bit.ly/3aNfYav Listen and subscribe to the Royal Blue Podcast for all your latest Everton FC content via Apple and Spotify: APPLE: https://bit.ly/3HbiY1E SPOTIFY: https://bit.ly/47xwdnY Visit the Liverpool ECHO website: https://www.liverpoolecho.co.uk/all-about/everton-fc Follow us on Twitter: https://twitter.com/LivEchoEFC Follow us on TikTok: https://www.tiktok.com/@royal.blue.everto Follow us on Facebook: https://www.facebook.com/LiverpoolEchoEFC Learn more about your ad choices. Visit podcastchoices.com/adchoices

What if the "niceness" you were taught as a child is the very thing holding you back from a billion-dollar seat at the table?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney talks with Tracy Nolan, a Fortune 100 executive and Senior Vice President at Humana. Tracy's journey is a masterclass in breaking barriers—from being one of the few women at an elite engineering school to leading 12,000 people through the historic Sprint/T-Mobile merger. She reveals the subtle "sticky floors" that high-achieving women often miss, like the habit of "hosting" meetings instead of leading them.Join them as they discuss how to stop "man-spreading" your notebooks, the power of being the "only" in the room, and why being called "intimidating" is often just a code word for being effective.Inside the Episode:The Hostess Trap: Tracy shares a pivotal moment at Verizon where she was praised for "setting up the room" rather than her billion-dollar results, and how she learned to stop volunteering for the "office housework."Commanding the Space: Practical tips for shifting your physical presence—from how you carry your notebook to literally "spreading out" at the conference table to claim your right to be there.The "Caring" Competitive Advantage: How Tracy defied medical advice to "stop caring so much" and discovered that leading with heart and vulnerability actually accelerated her climb to the C-suite.The "Only" in the Room: Navigating the pressure to be the smartest person in the room of 21 men, and why over-preparing can actually make you appear less confident.Bitchy vs. Effective: A candid conversation on the double standards of female leadership and why it isn't your responsibility to regulate the insecurities of others who find you "intimidating."Vulnerability as a Tool: Why showing your team your human side—even taking a "mental health break"—creates a safe space for them to do their best work.The Motherly Mantra: A touching look at the universal advice both Tracy and Erica received from their mothers: "This too shall pass."

What if the "niceness" you were taught as a child is the very thing holding you back from a billion-dollar seat at the table?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney talks with Tracy Nolan, a Fortune 100 executive and Senior Vice President at Humana. Tracy's journey is a masterclass in breaking barriers—from being one of the few women at an elite engineering school to leading 12,000 people through the historic Sprint/T-Mobile merger. She reveals the subtle "sticky floors" that high-achieving women often miss, like the habit of "hosting" meetings instead of leading them.Join them as they discuss how to stop "man-spreading" your notebooks, the power of being the "only" in the room, and why being called "intimidating" is often just a code word for being effective.Inside the Episode:The Hostess Trap: Tracy shares a pivotal moment at Verizon where she was praised for "setting up the room" rather than her billion-dollar results, and how she learned to stop volunteering for the "office housework."Commanding the Space: Practical tips for shifting your physical presence—from how you carry your notebook to literally "spreading out" at the conference table to claim your right to be there.The "Caring" Competitive Advantage: How Tracy defied medical advice to "stop caring so much" and discovered that leading with heart and vulnerability actually accelerated her climb to the C-suite.The "Only" in the Room: Navigating the pressure to be the smartest person in the room of 21 men, and why over-preparing can actually make you appear less confident.Bitchy vs. Effective: A candid conversation on the double standards of female leadership and why it isn't your responsibility to regulate the insecurities of others who find you "intimidating."Vulnerability as a Tool: Why showing your team your human side—even taking a "mental health break"—creates a safe space for them to do their best work.The Motherly Mantra: A touching look at the universal advice both Tracy and Erica received from their mothers: "This too shall pass."

SPACEWOMAN, a doc about Eileen Collins, the first woman to pilot and command a spacecraft, and directed by Hannah Berryman lands in theaters beginning March 20th and will be in select theaters nationwide.Eileen's journey, from her working-class beginnings in Elmira, NY, to breaking glass ceilings at NASA, commanding four space shuttle missions, and navigating the pressures on her family is awe inspiring. The doc includes archival materials and interviews that highlight both the monumental dangers of spaceflight and the incredible achievements of the shuttle program, including her leadership on STS-114, the first mission after the Columbia tragedy.Based on Eileen's book Through the Glass Ceiling to the Stars, the film premiered at DOC NYC and is directed by Hannah Berryman and produced by award-winning teams Keith Haviland (Haviland Digital) and Natasha Dack Ojumu (Tigerlily Productions).It is an intimate and authentic account of an astronaut's life and Hannah Berryman's offers a nail-biting film showcasing the emotional drama Eileen's family experienced, and a philosophical question about what level of risk is acceptable in human endeavor.Here's the trailer:https://www.youtube.com/watch?v=YnhqHdxNsgk Become a supporter of this podcast: https://www.spreaker.com/podcast/arroe-collins-unplugged-totally-uncut--994165/support.

Welcome to another EFT Tapping Session on the YOU CAN CALL ME “BOSSY” PODCAST! This live session is all about self belief, fun, and breaking through limits, with I offering encouragement every step of the way. Whether you're gearing up for the Break Your Own Glass Ceiling Challenge or simply feeling ready for your next level, this is the tap-along session you need. During this EFT Session I also invite you to grab a mirror, look yourself in the eye, and tap along as I share powerful statements like “I fucking got this,” “Everything is working for me,” and “Nothing is going to stop me.” Get ready to boost your confidence, trust yourself more deeply, and walk away feeling unstoppable. Tune in, tap along, and let's break those glass ceilings together! NEED A VISUAL WHILE YOU TAP? If you need a visual while tapping you can CLICK HERE for the Instagram post I shared with a step-by-step guide.If you want to learn more about EFT Tapping (cause maybe you are new and need more details on what this weird but powerful practice is - I get it) CLICK HERE for the EFT Tapping Intro Episode! Key Takeaways: Incorporating positivity and fun into the process The impact of mirror work for added effectiveness Acknowledging your desire for more progress and abundance If you enjoyed this episode and are excited for more, please be sure to SUBSCRIBE and write a review to help build momentum and support the show (5-stars would be AWESOME!)_____________________________________________ JOIN US IN - THE CLUB - An annual membership where high-achieving women come together to unapologetically OWN THEIR “BOSSY” in order to rise to the top, make massive impact, and not burn out while doing it. Join TODAY to get access to all past workshop replays and past group coaching calls - always incredible takeaways and AHA moments from reviewing these sessions! Grab your spot in THE CLUB today by CLICKING HERE! _____________________________________________ LET'S FREAKING GO! GRAB THIS FREE DOWNLOAD: GRAB 100 FREE JOURNAL PROMPTS TO OWN YOUR BOSSY BY CLICKING HERE LET'S CONNECT: Follow me on Instagram, LinkedIn, TikTok, or join my STAND IN YOUR POWER FACEBOOK GROUP Grab a signed copy of my bestselling book STAND IN YOUR POWER HEREWatch my TEDx Talk “The Wisdom of Your Ancestors Should Be Ignored” HERE

What happens when the "pinnacle" of your career suddenly disappears?In this powerhouse episode of Glass Ceilings and Sticky Floors, Erica Rooney connects with Dr. Cynthia Bentzen-Mercer, a former Chief People Officer and author of the groundbreaking book Now Near Next. Cynthia reveals the "quiet but costly" mistake high-achieving women make: doing excellent work today without a clear plan for tomorrow.They discuss the "restlessness" that plagues mid-career women and how Cynthia's own "encore career" was fast-tracked when her C-suite position was eliminated—proving that even at the top, the floor can shift.Inside the Episode:The Restless Reality: Why mid-career women (from ages 28 to 60) often feel bored or stagnant despite their success, and why this is actually a call for self-actualization.The Serendipity Trap: Research shows women often attribute their success to "right place, right time" rather than intentional planning. Cynthia explains why we need to "steal a page from the men's playbook" and advocate for our own human capital.The "Now Near Next" Framework: * Now: Energizing your self-agency today.Near: The "two-thirds" phase where you chip away at goals in the margins of a busy life.Next: The "one-third" accelerator phase where you hit the gas on your aspirational goals.The Seven-Minute Pivot: How spending just 7 minutes a day—a total of 2,555 minutes a year—on your future can build unstoppable momentum.The 4 P's Loop: Cynthia's "cousin" to Erica's SNAP method for fighting internal barriers:Pause: Interrupt the negative spiral.Protest: Challenge the validity of your self-doubt.Pivot: Turn toward a positive, productive thought.Pray: Enlist your higher power for strength.Playing the Game vs. Being Played: A candid look at corporate politics and the necessity of being visible and vocal about your aspirations so people can "say your name in rooms you aren't in."Key Takeaways:Mid-Career is a Mindset: It's not about age; it's about the decades spent on the "hamster wheel" where life is busy and your own growth often takes a backseat.The "Roses" Danger: If your job is going perfectly, that is the exact time you need to be planning your next move. Disrupters are everywhere.Letting Go of the Anger: Cynthia shares a raw reflection on her exit from corporate life, advising her past self to let go of the "how" it happened to preserve energy for the "what's next."

What happens when the "pinnacle" of your career suddenly disappears?In this powerhouse episode of Glass Ceilings and Sticky Floors, Erica Rooney connects with Dr. Cynthia Bentzen-Mercer, a former Chief People Officer and author of the groundbreaking book Now Near Next. Cynthia reveals the "quiet but costly" mistake high-achieving women make: doing excellent work today without a clear plan for tomorrow.They discuss the "restlessness" that plagues mid-career women and how Cynthia's own "encore career" was fast-tracked when her C-suite position was eliminated—proving that even at the top, the floor can shift.Inside the Episode:The Restless Reality: Why mid-career women (from ages 28 to 60) often feel bored or stagnant despite their success, and why this is actually a call for self-actualization.The Serendipity Trap: Research shows women often attribute their success to "right place, right time" rather than intentional planning. Cynthia explains why we need to "steal a page from the men's playbook" and advocate for our own human capital.The "Now Near Next" Framework: * Now: Energizing your self-agency today.Near: The "two-thirds" phase where you chip away at goals in the margins of a busy life.Next: The "one-third" accelerator phase where you hit the gas on your aspirational goals.The Seven-Minute Pivot: How spending just 7 minutes a day—a total of 2,555 minutes a year—on your future can build unstoppable momentum.The 4 P's Loop: Cynthia's "cousin" to Erica's SNAP method for fighting internal barriers:Pause: Interrupt the negative spiral.Protest: Challenge the validity of your self-doubt.Pivot: Turn toward a positive, productive thought.Pray: Enlist your higher power for strength.Playing the Game vs. Being Played: A candid look at corporate politics and the necessity of being visible and vocal about your aspirations so people can "say your name in rooms you aren't in."Key Takeaways:Mid-Career is a Mindset: It's not about age; it's about the decades spent on the "hamster wheel" where life is busy and your own growth often takes a backseat.The "Roses" Danger: If your job is going perfectly, that is the exact time you need to be planning your next move. Disrupters are everywhere.Letting Go of the Anger: Cynthia shares a raw reflection on her exit from corporate life, advising her past self to let go of the "how" it happened to preserve energy for the "what's next."

    Today's episode carries a little spark of holy rebellion.    It's about the moment when life hands you an opportunity that doesn't look like your dream… doesn't feel comfortable… doesn't match the picture you thought you were building…    And instead of saying no, you lean in.    Today I'm joined by Toni Will, leadership coach, speaker, and General Manager of the Kalamazoo Wings in professional hockey. She leads powerfully in one of the most male-dominated industries and helps high-achieving women build clarity, confidence, and sustainable success through behavior-first leadership and alcohol-free empowerment.    She is also host of the Women In… podcast, a TEDx speaker, and author of Rebellious Success.    In this conversation, we explore:     - Staying open to unconventional paths to leadership   - The radical power of self-belief in the face of challenge   - Trusting that money flows toward alignment not force   - The courage to invest in yourself and seek wise guidance   - What "behavior first" really means when creating lasting change   - Understanding your core values and aligning them with your goals   This episode is about saying yes to the version of you who is braver than you realized.    Subscribe so you never miss an episode. And if this conversation speaks to you, leave a review, it helps us shape content that truly serves your evolution.    And if you are craving sisterhood…    Come join us inside the Feminine Business Magic Facebook Group (https://tinyurl.com/ygdkw7ce)    It is a circle of women devoted to connection, celebration, and building businesses that honor the Divine Feminine while filling our bank accounts abundantly.    Resources mentioned:    Take the Witchpreneur Quiz and discover which Feminine Magic is your Key to Financial Success. (https://bit.ly/witchpreneur-quiz)    Purchase Love-Based Feminine Marketing (https://tinyurl.com/ydmzb6qz)        Tune in to Toni Will's show "Women In…" at https://open.spotify.com/show/1bq7Oir4efb6F4283akjgh    Toni's upcoming book "Rebellious Success" is being released on August 11th.     It is a leadership and personal growth book for high-achieving women and men who look successful on the outside but feel misaligned, stuck, or quietly burned out on the inside. Drawing from her experience as a General Manager in men's professional hockey and as a thought leader in behavior-first change, the book challenges traditional definitions of success and offers a more intentional, values-driven way to lead and live. It's for people who are ready to stop living by default, start making courageous choices, and build a version of success that actually feels good. Rebellious Success will be published on August 11, 2026. More information can be found at toniwill.com    **Contact Toni Will via Facebook or http://toniwill.com/**    **Connect with Julie Foucht via Facebook (https://tinyurl.com/yeb82uuj) or email at https://juliefoucht.com/** 

SPACEWOMAN, a doc about Eileen Collins, the first woman to pilot and command a spacecraft, and directed by Hannah Berryman lands in theaters beginning March 20th and will be in select theaters nationwide.Eileen's journey, from her working-class beginnings in Elmira, NY, to breaking glass ceilings at NASA, commanding four space shuttle missions, and navigating the pressures on her family is awe inspiring. The doc includes archival materials and interviews that highlight both the monumental dangers of spaceflight and the incredible achievements of the shuttle program, including her leadership on STS-114, the first mission after the Columbia tragedy.Based on Eileen's book Through the Glass Ceiling to the Stars, the film premiered at DOC NYC and is directed by Hannah Berryman and produced by award-winning teams Keith Haviland (Haviland Digital) and Natasha Dack Ojumu (Tigerlily Productions).It is an intimate and authentic account of an astronaut's life and Hannah Berryman's offers a nail-biting film showcasing the emotional drama Eileen's family experienced, and a philosophical question about what level of risk is acceptable in human endeavor.Here's the trailer:https://www.youtube.com/watch?v=YnhqHdxNsgk Become a supporter of this podcast: https://www.spreaker.com/podcast/arroe-collins-like-it-s-live--4113802/support.

ABOUT SPACEWOMANSPACEWOMAN, a doc about Eileen Collins, the first woman to pilot and command a spacecraft, and directed by Hannah Berryman lands in theaters beginning March 20th and will be in select theaters nationwide.Eileen's journey, from her working-class beginnings in Elmira, NY, to breaking glass ceilings at NASA, commanding four space shuttle missions, and navigating the pressures on her family is awe inspiring. The doc includes archival materials and interviews that highlight both the monumental dangers of spaceflight and the incredible achievements of the shuttle program, including her leadership on STS-114, the first mission after the Columbia tragedy.Based on Eileen's book Through the Glass Ceiling to the Stars, the film premiered at DOC NYC and is directed by Hannah Berryman and produced by award-winning teams Keith Haviland (Haviland Digital) and Natasha Dack Ojumu (Tigerlily Productions).It is an intimate and authentic account of an astronaut's life and Hannah Berryman's offers a nail-biting film showcasing the emotional drama Eileen's family experienced, and a philosophical question about what level of risk is acceptable in human endeavor.Here's the trailer:https://www.youtube.com/watch?v=YnhqHdxNsgk ABOUT EILEEN COLLINSEileen M. Collins is a former astronaut and a retired U.S. Air Force colonel. She retired from the Air Force in Jan 2005 and from NASA in May 2006 after a 28-year distinguished career. A former military instructor and test pilot, Collins was the first female pilot and first female commander of a space shuttle. Collins graduated from the Air Force Test Pilot School at Edwards Air Force Base, California, in 1990. She was selected by NASA and became an astronaut in July 1991. After tours at Kennedy Space Center (shuttle launch and landing) and Johnson Space Center (shuttle engineer and capsule communicator), she flew the space shuttle as pilot in 1995 aboard Discovery. She was also the pilot for Atlantis in 1997, where her crew docked with the Russian Space Station MIR. Collins became the first woman commander of a U.S. spacecraft with shuttle mission Columbia in 1999, the deployment of the Chandra X-Ray Observatory. Her final space flight was as commander of Discovery in 2005, the "Return to Flight Mission" after the tragic loss of Columbia. She has logged more than 6,751 hours in 30 different types of aircraft and more than 872 hours in space as a veteran of four space flights.Collins currently serves on several boards and advisory panels, is a professional speaker and an aerospace consultant. She is married with two children.Collins is also a member of the Air Force Association, Order of Daedalians, Women Military Aviators, Women in Aviation International, U.S. Space Foundation, the American Institute of Aeronautics and Astronautics, and the Ninety-Nines.Become a supporter of this podcast: https://www.spreaker.com/podcast/i-am-refocused-radio--2671113/support.Subscribe now at YouTube.com/@RefocusedNetworkThank you for your time. 

What if the glass ceiling you just broke through leads to a room where you aren't even allowed to speak?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Elizabeth Webb, author of Made for Magic. Elizabeth shares her raw experience as the first female employee at an all-male company, where she realized that "staying on principle" was actually costing her soul. They dive into the "Pragmatic Goddess" approach to leaving toxic workplaces and how to reclaim a life of soul-satisfying joy.Join them as they discuss the epidemic of exhaustion, why "fun" is a radical act for high-achieving women, and how to stop "blabbing" (numbing out) and start actually resting.Inside the Episode:The Toxic Breakout: Elizabeth's story of being the "only" woman in the room and the moment she realized her presence was being used as a shield for a culture that refused to change.The Pragmatic Goddess Strategy: A survival guide for the "onlys" who can't leave their jobs yet. Learn why you must put an end date in your calendar to calm your subconscious and stop the feeling that "this is forever."Toxic Toleration: How to recognize when your "righteousness" in staying at a hard job is actually just a mask for martyring your health and energy.Rest vs. Blabbing: Why binging two seasons of a show or doom-scrolling isn't rest—it's numbing—and how to identify activities that actually make you feel alive.Scheduling Joy as Sacred: Why your salsa class or art session should be held with the same "sacredness" as a high-stakes board meeting.The "Fun" Resolution: Following the leadership of a 7-year-old to rediscover the luxury of doing things just because you enjoy them, without turning them into a "productive" side hustle.Reclaiming Hope: How to restart your dreaming process even when you're too exhausted to remember what makes you happy.If you've been "rattling the cage" of a career that doesn't feed your soul, this episode is your permission slip to stop surviving and start creating a life that feels like magic.

What if the glass ceiling you just broke through leads to a room where you aren't even allowed to speak?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Elizabeth Webb, author of Made for Magic. Elizabeth shares her raw experience as the first female employee at an all-male company, where she realized that "staying on principle" was actually costing her soul. They dive into the "Pragmatic Goddess" approach to leaving toxic workplaces and how to reclaim a life of soul-satisfying joy.Join them as they discuss the epidemic of exhaustion, why "fun" is a radical act for high-achieving women, and how to stop "blabbing" (numbing out) and start actually resting.Inside the Episode:The Toxic Breakout: Elizabeth's story of being the "only" woman in the room and the moment she realized her presence was being used as a shield for a culture that refused to change.The Pragmatic Goddess Strategy: A survival guide for the "onlys" who can't leave their jobs yet. Learn why you must put an end date in your calendar to calm your subconscious and stop the feeling that "this is forever."Toxic Toleration: How to recognize when your "righteousness" in staying at a hard job is actually just a mask for martyring your health and energy.Rest vs. Blabbing: Why binging two seasons of a show or doom-scrolling isn't rest—it's numbing—and how to identify activities that actually make you feel alive.Scheduling Joy as Sacred: Why your salsa class or art session should be held with the same "sacredness" as a high-stakes board meeting.The "Fun" Resolution: Following the leadership of a 7-year-old to rediscover the luxury of doing things just because you enjoy them, without turning them into a "productive" side hustle.Reclaiming Hope: How to restart your dreaming process even when you're too exhausted to remember what makes you happy.If you've been "rattling the cage" of a career that doesn't feed your soul, this episode is your permission slip to stop surviving and start creating a life that feels like magic.

JOIN THE BREAK YOUR OWN GLASS CEILING CHALLENGE HERE Welcome to the YOU CAN CALL ME “BOSSY” PODCAST! In this quick hit episode I am bringing something a little different to the table! An upcoming free challenge, the "Break Your Own Glass Ceiling Challenge," running from March 31st to April 2nd, in celebration of The club's third anniversary. You'll get an inside look at the frameworks and approaches I use to help members shatter self imposed limitations, cultivate self awareness, and transform old belief systems into actionable growth. Plus, I introduce the upcoming onboarding experience designed to help both new and seasoned members build a solid foundation in subconscious mindset work, all in just 30-minute, power packed sessions. Whether you're new to personal development or looking to deepen your practice, this episode is your invitation to step into a community of positive change, insight, and support. Tune in and get inspired to break through your own glass ceilings, one empowering belief at a time! Key Takeaways: Discover how your subconscious programming drives your results and how to rewire it for success. Stop chasing more with endless busyness. Instead, learn why starting with who you are is the secret to sustainable achievement. Master the 3 requisites for lasting transformation which are clear your limiting beliefs, create a clean slate, and step into empowered action. If you enjoyed this episode and are excited for more, please be sure to SUBSCRIBE and write a review to help build momentum and support the show (5-stars would be AWESOME!) _____________________________________________ JOIN US IN - THE CLUB - An annual membership where high-achieving women come together to unapologetically OWN THEIR “BOSSY” in order to rise to the top, make massive impact, and not burn out while doing it. Join TODAY to get access to all past workshop replays and past group coaching calls - always incredible takeaways and AHA moments from reviewing these sessions! Grab your spot in THE CLUB today by CLICKING HERE! _____________________________________________ LET'S FREAKING GO! CONNECT WITH ME: Follow me on Instagram, LinkedIn, TikTok, or join my STAND IN YOUR POWER FACEBOOK GROUP Grab a signed copy of my bestselling book STAND IN YOUR POWER HEREWatch my TEDx Talk “The Wisdom of Your Ancestors Should Be Ignored” HERE

“Breaking the Glass Ceiling: Julia Carreon’s Fight Against Corporate Gaslighting” In this episode, Frazer Rice sits down with Julia Carreon to explore her recent high-profile litigation against a major financial institution and her powerful insights on women in leadership, corporate culture, and overcoming systemic barriers. YOUTUBE https://youtu.be/e05k7SVQ2xI We discuss: Julia's experience with workplace gaslighting and her litigation journey with Wells Fargo The importance of transparency, accountability, and protecting yourself in corporate environments How societal and corporate cultures disadvantage women, especially around motherhood and leadership The themes and motivations behind Julia's book, Walking on Broken Glass Practical strategies women can use to build political capital and safeguard their careers The significance of external networks and understanding your personal strengths The evolving landscape of equity, ownership, and governance in corporations How to proactively prepare for and respond to systemic workplace challenges SPOTIFY https://open.spotify.com/episode/5c546gs6Qctx4bGOvalgXj?si=1dDyJxnwSyu4tnhXxpzVxg Timestamps: 00:00 – Introduction: Julia's litigation and book overview 02:03 – Gaslighting in corporate culture and early experiences 04:14 – Dealing with systemic backstage politics and fighting for justice 05:10 – Motivations for writing Walking on Broken Glass 08:08 – Diagnosing workplace culture and gender dynamics 09:33 – The weaponized HR department and accountability 11:38 – Protecting yourself: cultural awareness and bias 13:12 – Demographics, gender disparities, and moving forward 15:12 – Institutional misogyny and societal shifts 16:05 – Motherhood, work-life balance, and corporate support 18:28 – Questions of corporate culture change post-COVID 22:21 – The fear factor and change in workplace loyalty 27:12 – Tactical career strategies and building political capital 28:15 – Always Be Executing (ABE) and tracking success 30:53 – The ownership mentality and equity's role in career resilience 34:45 – Building internal and external networks for support 36:49 – Understanding personal aptitudes through testing and reflection 40:12 – Leveraging political capital and seizing opportunities 43:31 – How to follow Julia and stay updated on her journey Transcript Frazer Rice (00:01.004)Welcome aboard, Julia. Julia (00:03.32)Thanks for having me. Frazer Rice (00:04.652)Well, as I said in the opening, the concept of gaslighting in the boardroom is something that certainly isn’t new, but it doesn’t make it any more comfortable for the people who deal with it on a day-to-day basis or as part of their career. And you’re in the midst of litigation right now with a major financial services company. Maybe talk a little bit about what’s going on there. Julia (00:24.801)Yeah, so I am in a high profile lawsuit with my former employer. I would say this is not a path that anyone chooses on purpose. In my particular case, Frazer, I spent 20 years at Wells Fargo, 15 of which were pretty spectacular. I have come to realize almost maybe fairy tale like in terms of my experience. I want to talk about some of the things later on that made it a fairy tale. So yeah, I wouldn’t have chosen this. I did not see the culture at my former employer coming for me. I was blindsided by it and it got ugly quickly. One of the things that I think I am doing here. Or at least trying to do is not be shy about it. Not hide from it. Try to show women a different way for how to deal with these situations. Because I have very strong feelings about the fact. With the rollback of DEI and the current administration’s point of view on women, that we’re going backwards. If women don’t start fighting for ourselves in a more public way and without fear, then I don’t know where we’re going to be in the next five to 10 years. I am soldiering on and it’s not easy to your point. But it is what it is and it’s a fight that I believe is worthy. Frazer Rice (02:03.608)So it’s a daunting task taking on a big bank. Big financial services firm, whether it’s in this situation or frankly any. It’s just these well-resourced big behemoths. What has been the experience been like so far? As far as gathering information? Of getting the walls built that you need to in order to live your life while you go through this conflict with this bank? Julia (02:29.822)It’s hat that is the million dollar question. Right? I will say that in my case i got really fortunate and came across a quote. It’s going to sound really strange. But i came across a quote that said fear is fake and danger is real but fear is fake. I believe that the patriarchy wants women to be afraid. So it tells us these bad things are going to happen if you take on a big firm like this. It is grueling. The days are long sometimes. But once I internalize the reality that it is all fake in terms of all of the bad things that you think could happen really can’t happen. Worst case scenario, there’s nothing Like I’m not going to die. They’re not going to, you know, take away my family. Like all of these things, right? We tell ourselves that it could get really nasty. And in my case, I have to stay really grounded in the fact that what I’m doing is worthy. We tried my lawyer and I tried for 14 months to come to a different answer. And so in a way, not just telling myself fear is fake. But in another way, I kind of feel like it’s my destiny. Because, I just want to say this real quick, I had 20 years at a place that was not toxic. And so I know what good looks like, and this is not good. So in that way, I really feel like it’s my destiny. And so that’s what you do, and you have to have a good support network. I have a great husband, so that really helps. Frazer Rice (04:14.21)The, as I’ve told people, sometimes doing the right thing or going after something that upholds justice. It can be expensive and hard. I give you kudos for standing up. Not only for yourself, but others who are going through a difficult situation. Where you’ve had a significant wrong done to you. You’ve written a book about this experience as well. We can take some time to think, to talk about what the book tries to do. First of all, writing one in tandem with the process here, I think is a bit unusual. Some people do it after the fact. To go through a catharsis after going through a difficult process. Talk about first the why of the book.thhen we’ll talk a little bit about what you talk about in it. Julia (05:17.241)The book is called Walking on Broken Glass: Navigating the Aftermath of the Glass Ceiling.” It was co-written with a fabulous woman named Shannon Nutter. I hope people follow on LinkedIn. The book is not squarely about what happened to me the book came together. With Shannon and I meeting on LinkedIn. Then discovering that we had a lot of the same shared experiences as we are Gen X. in hindsight. Our generation has had the opportunity to have the most benefit of the Gloria Steinem Women’s Movement. Think about the fact that we got the advantage of the birth control and all of the DEI efforts that have been in the last 15, 20 years. And we really felt like there was still a long way to go. Then all of that is starting to go backwards. So last year when we met or the year before, we’re like, my God, the idea that we got the best of the best is shocking to us. And so what are we going to do about it? We really wanted the book to speak to women of all ages in their career. But it was written from a lens of two then 53 year old women who had seen a lot. We wanted to give the book as a love letter or a gift to our 35 year old self. To say, this is what we should have or wish we had known 20 years ago. Because we would have done things differently if we had really faced kind of what the challenges were that women are facing at work. In a real way right not in a way that sugarcoats it or pretends to throw it under the rug. And or always makes it the woman’s fault like the woman always has to be changing and evolving in order to adapt to the systems and i you know it’s exhausting right so the book was written for that reason and it does tap into a lot of the things that we both experienced. Julia (07:35.17)But it isn’t a kind of a personal journal of what happened to me with my former employer. Frazer Rice (07:39.82)Right, one of the things that I found useful about the book is you divided it into three sections. I think it brings us sort of clarity into what you’re trying to achieve here. The first one is just diagnosing the situation that you’re in. Maybe talk a little bit about that. Part one the understanding of your surroundings. What’s happening around you. The conditions that women are facing as they embark on these big situations in the workplace. Julia (08:08.982)Yeah. So the first part of the book does give a primer on kind of the history of feminism and how did we get here and what are some of the big open questions that are still left to answer. We also want to set the stage that makes it very clear that women are accountable for our actions in the workplace. Like this is not in any way a book that seeks to make someone who’s failing feel good about the fact that they’re failing, right? Shannon and I both reached really high levels of corporate success at major global firm. There is a lot of work to do. So we really try to dimension how, what are some effective ways for you to approach that work? What are some of the pitfalls and how are some of the ways that you can handle that? In a way that’s kind of clear-eyed, but never about putting the blame or the onus on the company. And if you don’t mind, I want to say something about that because it relates to my lawsuit. One of the things that I’ve heard criticisms about is that people on social media often I saw when I kind of scanned the landscape of it recently are, this woman is naive. She thinks. HR is her friend because one of the things that I have sued my former employer for is a weaponized HR department and I want to get very clear. mean, Frazer, you don’t manage hundreds of people in 13 states like I did for a very long time successfully innovating, having great client experience team scores and having great employee team scores, right? If you believe HR is your friend. So that’s not what i’m trying to say what i’m trying to say in my lawsuit is. HR shouldn’t be picking off people for political reasons either. We are saying all the way along there is shared accountability between the employer and the employee. That’s really important. I think that you know one of the backlash is going too far field here. Julia (10:27.401)We went so far politically correct on some things that some employees do show up to work and think that they just need things handed to them. And I do think that that was part of the backlash, right? So I just am always striving for balance. I think we should all be always striving for balance. Frazer Rice (10:45.13)One of the concepts too, I think in the book that I sort of grabbed onto and enjoyed was the idea of taking steps to protect yourself. You’re dealing with a lot of different asymmetries when you work for a big company. You’re dealing with information asymmetry, you’re dealing with political asymmetry, you’re dealing with resource asymmetry. Sometimes you’re even dealing with just… Accountability asymmetry in terms of, you some people get free passes at other times people are judged on things or unfairly judged on different criteria that just don’t make a lot of sense. If we step back for a second and for people who are trying to understand, I’ll put it in quotes, how the world works and how to how to be aware of one’s and to protect yourself, what would be the first couple of things that you would tell people to think about on that back? Julia (11:38.471)The number one thing is I would be very aware of the kind of culture that you’re operating in. And it’s very easy to take for granted what a culture really is, what your own personal bias and history is, and then how is it that you are fitting. into that culture with your own shared history. So I love to be candid, right? And provocative about my own situation. If I could do something different, I would be very aware of what my biases were going into Citi with 20 years of being at a place where It was a really fair game, but probably because I had a lot of political capital and I grew up there. So I understood it. But I went into that place thinking that I was a fancy managing director, that obviously I was hired to be a change maker. I can do a lot of great things. And I was, you know, doing my thing, not realizing that I was swimming in a different lake and that lake was filled. with a lot of different kinds of wildlife that I was unprepared for. So, I mean, that’s really important. Frazer Rice (13:12.398)As we talk a little bit about some sort of bullet questions as far as how your experience has gone, the demographics of the workplace are different and changing. On one hand, college graduates are now majority women or higher in just about every college situation. Yet institutions like the CFP, the women make up… Believe the number is somewhere in the 24 % range. So you have this weird dichotomy of more women entering the workplace, but not in the numbers necessarily that would indicate that they are in places to make as much change as they would like. They are still in the vast minority in terms of boards of directors and executive positions at almost every Fortune 500 company that I can think of. As we chart a path forward where, let’s call it merit. Julia (13:58.813)Mm-hmm. Frazer Rice (14:04.494)presides over sort of misogyny and I guess I would call it sort of political gamesmanship. How do you think about that in terms of advice for people entering the workforce? Julia (14:16.461)Yeah, look, so nobody gets to say that women aren’t in the pipeline, right? I mean, that just, doesn’t hold up, especially at the more junior levels, right, of entering the workforce after college. What starts to happen is that it starts to go downhill as you get higher and higher up into hierarchy. And I believe that there is a mismatch between women who want to work and do the right thing. And we’re going to talk about this. Then what does it mean to also then become a mother and give birth and have to manage all of that? And then coming up against institutional misogyny. Obviously my perspective in the last 18 months has changed about the degree to which institutional misogyny exists. Because I had a fairy tale experience before I was able to be willfully blind about the realities. so a really direct way of answering your question is that our book is seeking to hit women in the face with the realities of this because I don’t think we’re gonna change it overnight, right? And it is so entrenched, it’s getting worse and it will get worse. Before it gets better, but I do believe that it will get better eventually because the old system that’s, know, aging out, baby boomers are aging out. Like I think that there’s going to be cracks in that. And then there would be a tsunami of change. But right now the old guard is hanging on and, we are going backwards. And so we just have to be realistic about what it requires to go forward. And we talk about what that is. Frazer Rice (16:05.58)One of the things, right, and so let’s touch back on the motherhood issue, is, that is biology. And so women who go that route and have kids. Which is frankly one of the big precepts in society. Unfortunately. n some ways takes you out of the normal trajectory of a corporate path, just from a time perspective. Certainly, the balance of work that happens at the household level. Where that ends up alling usually, creates a stress that is not well understood or received at the corporate level. What are your thoughts on that front? As far as charting a path that recognizes that reality and at the same time doesn’t put upon going the other direction necessarily in terms of favoring one outcome or the other. Julia (17:02.019)I know a lot of women who did not have children because they felt like that it would, it would harm their career. And, um, certainly it’s a personal issue and there’s no judgment from me. I don’t think I would have had children if I hadn’t met my husband. He was willing to do 50 % of the workload and he has, and, always has probably does maybe more than 50. It is a very deeply personal issue. What I have strong feelings about the fact that companies who lean in to, don’t expect the woman to lean in, but the company leans in to supporting pregnant women, have higher loyalty scores. They have better team member satisfaction. They get a lot from those women that they have supported. This is a crazy story, Frazer. I was pregnant and or just coming back from maternity leave all three times I got major promotions at Wells. I mean, think about that. And I now, because I lived my life kind of in a vacuum for a long time, I didn’t realize that this wasn’t happening to other people, right? So look at me now. I am 25 years from when I got hired, still saying that Wells is a great company. because of my own personal experience. And they got a lot out of me, but I gave a lot back. So to me, supporting women who are pregnant doesn’t have to be a zero sum game. Yet somehow that is the narrative. And I would love to ask you why that is. Like, I mean, what has happened to corporate culture that this is such a pervasive issue when If you were to scan a lot of my Gen X friends, we did not have the same experience. Frazer Rice (19:04.147)I mean, from my perspective, I don’t know. I think that I blame some of this a little bit on the COVID blip in the sense that managers of all types just have no idea where to go as far as how to treat people fairly, either from a work from home experience or how that reconciles with… women in particular who are having careers and families in addition to what’s going on with other folks like the men in the world. My short answer is I don’t know. The longer answer is that I think between the shorter news cycle, social media, work from home, there are a lot of different change agents out there that have taken the focus off of. maybe the issues that worth talking about right now. And as a managerial class, especially as millennials are taking up the mantle on that front, they’re either forgetting about this particular issue and understanding the importance that it has, or they are just so overwhelmed by change at this point and self-preservation that it’s just an area where they’re triaging the different issues that they can deal with. Julia (20:22.492)Do you do you at all think that it is a problem of losing common sense and like letting rigid ideology take over from common sense. I certainly was benefited from working from home for most of my career, right? So it’s fascinating. Frazer Rice (20:46.061)Common sense isn’t common. And depending on the institution that you’re dealing with, work from home is either an excellent tool or a cover to hide under if you’re a mediocre performer. If you’re a manager out of sight, out of mind is a difficult place to be. I think that we’re I think everyone is reconciling to the relative absence of work and sort of acclimating to Zoom phone calls and things like that. And that gets you then away from taking care of the real issues, which is to make sure that the company’s doing right, the employees are doing right by the company, and at the same time that people are being treated fairly, because I think when people are so disparate, it just becomes a real management challenge. What we’re talking about as far as making sure that women are treated fairly in the workplace, Combine that with, I would say, message confusion that occurs in social media, where some loud voices may not be the right voices to be taking up this mantle, versus some of the quieter, stable people who are really the exemplars that we’d really like to point to. Sometimes that gets mixed. And I think the brew, if you stir it together, I think is created. Maybe if we think that there was progress since the 70s on through the 80s, 90s, 2000s for fairness and women progressing within the corporate ladder nicely, I think this the COVID blip has been a bit of a toe stub on that front. That’s an opinion, extremely uninformed, but more of an observation. Julia (22:35.713)No, no, but well, listen, I just I love it because I do want to unpack it just a little bit. It’s what’s fascinating to me is that I negotiated 15 years before covid to work remote and then my boss knowing that I had to be on the road three to four weeks a month regardless was like, I’d rather you be happy where you live because you’re to be on the road regardless. So I got to work from home and then during COVID when they tried to bring everybody back, they’re like, well, you can’t be the only exception. And I’m like, okay, I have been an exception for 15 years. So that’s where I go back to, know, where is this right balance? did, I mean, COVID is as good a reason as any that it’s things are upside down. I mean, really it’s a great theory. Frazer Rice (23:22.671)Well, it also bespeaks different corporations have different cultures and certainly some people are worried about other things than others. Muriel Siebert, who I think is an amazing example of someone who took a look at Wall Street and said, look, I refuse to be held back by anything here. She started her own company and to call it a company is to not give it the respect it’s due. She’s a major absolute force in Wall Street and one of the real legends. To me, entrepreneurism is one way through this. to create the company that you want to work in is, in some ways, to me, one of the solutions for people who are having difficulty in a corporate environment that they’re in right now. Whether they’re able to be the change agent within, which is often hard at a big, you know, bulky company that turns with the agility of a battleship as opposed to being nimble in doing things or going out and starting on their own, which involves its own risks. That to me is one of the solutions. But again, not without risk, not easy by any stretch. Where did that fit into your mindset as you were thinking about this? Julia (24:37.16)Well, so, so she is an icon, not just because of what she was able to accomplish, but she also did it, I think, without a college degree. And she did it. And this is important. She did it fearlessly. And what I would love to go back in time and have a conversation with her about where did she tap into that fearlessness? And you will start to see. Frazer Rice (24:48.665)Mm-hmm. Julia (25:06.77)On my own social media, am trying to tap into that whole mindset of women need to lose fear. I’ve already talked about it, but here’s what’s important to know, right? By 2030 in the US alone, women will control $34 trillion of investable assets. I believe that that is when you start seeing the game change. Look at how Mackenzie Scott is giving without glory. I posted that in a remark that’s gone semi-viral on LinkedIn. Like she is giving without glory. She wants to give, she wants to be anonymous almost about it, and she’s giving without handcuffs. And what is she giving to? She’s giving to communities, she’s giving to schools, she’s giving to healthcare. I mean, it gives me goosebumps every single time. And so I feel like women When we start to control more, we’ll start giving in, Alice Walton is the same way, giving in a different way to change society in a more meaningful way at scale. And Muriel was a pioneer in that regard. And she is someone I think we need the next generation to know about. because she was so fearless and it’s an inspiration. But you and i both know that all kinds of things that women have accomplished are never spoken about in the same way that they are about man and about men. I do think that that’s one of the great things about some of we can go into social media some of the social media change that we see happening with alpha female and all of these great accounts that are just starting to say, know what ladies, we don’t have to buy into the patriarchy. We can do it our own way. And so I think we will finally see change, but I wanna be very clear, Frazer, it’s going to get worse before it gets better. Frazer Rice (27:12.195)Got it. So for people who are in a corporate structure, corporate environment, aren’t ready to make the leap to starting their own business, which is obviously a difficult decision, but when you’re in there, what are the things tactically that one can do to prepare, not only prepare themselves, but protect themselves against these forces that are out there? One of the thoughts I had is making sure that in the job description that you’re able to point to numerical or formulaic successes so that if a narrative is being built against you, you can point to dollars created or jobs saved or metrics that in the boardroom. Not only just qualitative successes, but also quantitative ones that makes it difficult for people to ignore you from a pure dollar perspective. Things like that, what pops up in your mind? That you would tell people to think about in terms of art directing their career. Julia (28:15.023)Yeah, well, the number one thing that I always say, and I’m kind of, it’s kind of a legend for it. So it’s ABE and it stands for Always Be Executing. And when I look back and see how successful I was in a corporate setting, of course, in my case, it was that I had a great boss and a great mentor and sponsor in him. But actually, I was always focused on executing and doing it in a way that is collaborative so that you don’t have the knives coming for you from every direction. think a lot of people who the more successful that you get in your career, you think, I’m fabulous because I’m fabulous. No. You need a mindset of I’m fabulous because I am creating a team around me, no matter who I am, even if I’m not the boss, to protect each other and help each other and lift each other up. if you are always executing and you hit on it, right, as a woman, you should always be keeping track of your metrics in a way that is tangible and defensible. But you also should never take for granted the fact that no matter how senior you are, you need to be getting something done. And I do think that it is a big mistake for people to get high on their own supply and forget that. And then, and then the sharks will come for you. So always do something. And this is just a final thing, cause I have lots of people that I mentor. They’re like, just name one thing. I’m going to give you one thing. Send meeting notes. If you go to a meeting, and everybody’s on a call, 15 people are on a call. If you’re the one who sends meeting notes and this is a hot button, right? For women, they’re like, well, I’m not the secretary. I don’t wanna take me. You know what? Put your ego, park it in a parking lot and send meeting notes. You would be shocked how much goodwill and how effective you’re perceived when those notes, like say a project is going downhill and somebody goes, but. Julia (30:30.157)Such and so committed to this and you’re like, those meeting notes were written by Julia Carrion. Nobody has to do that. But corporations get unwieldy. lot of churn happens. A lot of stuff doesn’t get done in a day. If you can demonstrate that you are someone who is acting in good faith and doing small things to keep the needle moving, somebody in senior management is going to notice that, I promise. Frazer Rice (30:53.763)The other thing I sort of, and this doesn’t just go for women, this is for people generally, is the ownership mentality and the move toward equity, and by equity I mean stock equity, where the mindset to me shifts when you move from sort of salary and bonus to equity in the firm. And that subtle shift suddenly puts you in a different position in terms of sitting at the same table as someone who is, let’s call it quote unquote, making the decisions. When you’re there and your ownership of the firm, however small it is, is rendered unimportant. First of all, that tells you to go. Second of all, I just feel like the people who exist on that plane bring up different things and then are thought of differently. Does that track with your experience? Julia (31:48.819)It does, but I think that this goes to kind of how is the corporate world changing and then how does that impact employees? So, and where I’m going with this is when I was at Wells, my compensation was a third, a third, a third. So it was a third cash, a third cash bonus and a third in stock. Do you want to know what’s going on? And I don’t know if you know what’s happened on Wall Street. Every single major bank is moving to you only get a quarter in equity and the rest of it is cash. So I think that the onus to here is on corporations to be thinking about how they’re treating employees. And to your point, what, what does that mean when you show up and how vested are you in the option? Just real quick, I want to give a shout out to Maureen Clough. I don’t know if you follow her, she just yesterday did an amazing six minute post on why companies are losing loyalty from employees. so like, again, this goes back to is everybody backsliding right now because these corporations have to realize that in order to keep good talent, you want them to have a stake in the game, but that’s winnowing, I think. Frazer Rice (33:11.819)I know. I agree. Frankly you know to me at the larger institutions that aren’t willing to sort of play ball as far as involving people in the ownership that’s a signal and when it’s a signal then you know if you’re good at your job and you bring things to bear you know there are other there are other places out there. I think those places that value you want you around and they want you to be able to participate and how the broader governance of the company works. It’s a lot like how Goldman Sachs was back when it was in the partnership days. Everyone who was a partner there understood how everything else was working and ultimately that meant that, I don’t know, I feel like Goldman still does well now, but it’s a different climate, different firm where you’re completely involved in everything else and therefore the information is out there and… it’s something that you’re not blindsided as much by what’s happening in other divisions within your firm. Julia (34:15.472)Yeah, totally agree. Frazer Rice (34:16.911)One other thought that as we were sort of squiring through this was the idea that it’s important to have information sources or networks both within your company that are outside of your reporting line, but also information networks and support outside your company. I call it sort of the kitchen cabinet of people who are similarly situated or in different spots so that you have context into which to sort of find out what your what you’re up against both inside the company and outside of it. Is that something that makes sense to you or is it something that was lacking in your current situation? How did you think about that? Julia (34:57.906)Hmm. I love that because in 2017, I took stock of the fact that I had become too comfortable in my lane and I was seeing that my influence at Wells was waning for whatever reason. And so I started blogging on LinkedIn in 2017. Because of a conversation with a Harvard sociologist that I write a lot about. Fscinating guy who predicted the current turmoil 10 years, almost 10 years ago. And so I started networking outside and I could not agree with you more that you need to be building your networks, not just inside. That goes without saying, right? Like I had a great career partly because I was a boss at gaining political capital at Wells all the time, right? Giving goodwill and getting it back but outside is critical. during our book, what we found out is, that women are more likely to put that aside. Because we feel like we’ve got too many other things going on, work, know, kids, all of the pressures, trying not to, you know, have a nervous breakdown on any given day, trying to stay fit, dealing with menopause. Which of course is a whole other thing that is a whole other bag of tricks. And so we don’t do it as much and it hurts us. So I absolutely think being deliberate about an external network is essential. When women ask me how to do that, I say to commit to a certain number of hours, half an hour to two hour, whatever you can give a week to doing it deliberately. I wish I had done that earlier in my career for sure. So it’s great advice. Frazer Rice (36:49.865)Along that line, I’m a big believer in being aware of your surroundings. In a sense aware of yourself and what your skills. Things that you’re annoyed are at are and what you’re good at and what you’re not good at. Did you take any tests or anything to understand what your aptitudes were or what you were interested in or more importantly not interested in or how you interact with other people personality wise and Is that something that resonates with you? sort of am a big sports fan. Dan Quinn, who’s the Washington commander coach. He got fired from the Falcons. He did a real deep soul searching and went in and got tested on a whole bunch of different things and where he came up short, where he was really good. And that allowed him to get hired again and to have at least some initial success with the team and hopefully going forward from my rooting perspective. But where does that fit into your analysis for people? Julia (37:50.351)Did somebody set that question up? That’s what I want to know. I am a huge believer in strength finders. Some people take discs, some do Myers-Briggs. The reason I asked if it was a setup is because strength finders saved my life. I was deemed top talent when I was like 34 years old at Wells and they gave me a career coach who by the way was Sarah Grady is her name. and she was Dick Kvasevich’s legend on Wall Street. She was his leadership coach and she gave me strength finders and I very quickly was very clear my top five strengths and then my bottom five strengths are not a surprise. Like I am zero. I’m like negative zero at woo. I was like, it won’t even shock you for a minute. Yes i do think that those kinds of valuations are critical and in fact i’m gonna talk to my twenty year old son about taking one i think you’ll end up taking disk but. One thousand percent if you if you do not know what you’re good at and why then try to find out because it can save your life i mean the awareness and the learnings that i got about myself. From taking one test have stayed with me for 25 years. And I’m gonna be really blunt here. I forgot those lessons when I stepped into a new culture and it was painful. So I think you have to also be disciplined about… Take it again, remind yourself, reread whatever book helps you stay grounded in who you are and how you’re showing up. And get some friends to give you feedback. Frazer Rice (39:44.111)Well, mean, people get better or change or worse at certain things. And so you’re not the same person you were 20 years ago. And, you know, it merits revisiting every once in a while. As we wind down here, unfortunately, we probably could go on for about three hours, which I wish we could do. But one of the things that I think is interesting, too, you talked about political capital and building it up, is that I think one piece of advice that I tend to give to people who are starting out and might be useful in the situation that we’re describing here is that when you have political capital, you’ve got to be willing to spend it occasionally. Careers, in my experience, take quantum leaps in that you’ll be going around for a while and then something good will happen and then you’ve got to kind of take advantage of the advantage while you have the advantage of having the advantage and moving up and then reestablishing the plane. And it’s a little bit like a ratchet where when the wrench turns, it doesn’t turn backward. You can kind of continue to elevate on that point. Is that something that you saw where, you know, as you were making the moves up the ladder that didn’t happen at the last situation that maybe might’ve been something that could’ve turned out differently? Julia (41:01.791)Yes, and I think that being more aware of my surroundings would have helped. I don’t think it would have changed the outcome in the other example. But the political capital that I was able to gain is that I got promoted every single time Wells did a major merger when people were panicking about their jobs. Frazer Rice (41:08.623)Mm-hmm. Julia (41:31.061)And one of the things that I did that you and I could probably discuss for two days is I gave up control of trying to manage the outcome. In other words, I went to senior management with two major mergers and I said, you know what? I don’t care what I do for the time that the companies are trying to come together. You give me something hard to do and ugly and I will get it done the right way. And then you decide whether I get rewarded or not. And when I crushed both of those tasks, I got major promotions. So I think it, I think a lot of people think, I’m going, I had a, had an employee who told me I should just get promoted because I’m sitting here and I’ve been sitting here for two years. mean, it really, life just really doesn’t work that way. In my experience, you got to work your ass off for it. And, and you have to put your ego aside and you have to hope that the universe is gonna pay you back. And I believe that because the universe always has. I believe that even now with my current situation, like everything that has brought me here has made me a spokesperson for like a better way because of what happened to me, right? I had 20 years of goodness and then I had something really hard happen. And I’m trying to make lemonade out of a very difficult situation because it is the only way, the only way out is through. So I just have to keep going through and I love the idea of yes, you’ve got to spend your political capital. can’t, know, George Bush said that you can’t just collect it. What are you collecting it for? If you’re not going to spend it. Frazer Rice (43:17.817)Exactly. Okay, we have to disembark here, unfortunately. How should people keep track of your situation? How do they find the book? And how do people get in touch? Julia (43:31.846)Yep. I have, um, I’m on LinkedIn. I have a website, juliacarrion.com. If you are looking for, I’m doing some consulting on a digital transformation always and org design or whatever. So you can find me there. And then, um, you know, today’s a big day. We are filing today or tomorrow, a response to my lawsuit. So it would probably make the news. Thank you to you for being a great ally to women and having me on. The book is walking on broken glass.com. It’s such a great name. So you can order the book on the website from any of your favorite book resellers. Frazer Rice (44:14.639)Super, well good luck with the legal proceedings. All of your information will have that in the show notes so people can find it easily. I think you’re coming off of a difficult situation. I think you’re gonna turn it into something far more transformative. Even you’re envisioning it right now. So I’m hoping for the best here. Resources & Links: Walking on Broken Glass: Navigating the Aftermath of the Glass Ceiling StrengthsFinder Assessment Julia Carrion on LinkedIn Julia Carrion's Website Connect with Julia: LinkedIn Website Stay tuned for updates on her legal case and ongoing advocacy efforts. Don't miss her insights into transforming adversity into empowerment and systemic change. https://www.amazon.com/Wealth-Actually-Intelligent-Decision-Making-1-ebook/dp/B07FPQJJQT/ Keywords: Gaslighting, Corporate Culture, Women in Leadership, Workplace Equity, Julia Carreon, Wells Fargo, Citi, Legal Battle, Glass Ceiling, Political Capital, StrengthsFinder, Work-Life Balance, Systemic Change, Weaponized HR

INTERVIEW: Nick from Dadada on new track 'Glass Ceiling' by Zac Hoffman on Radio One 91FM Dunedin

What if the very traits you've been told make you "too emotional" for the C-suite are actually the high-level brain functions required for elite leadership?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Melody Wilding, executive coach and author of Trust Yourself and Managing Up. Melody introduces the concept of the "Sensitive Striver"—high achievers who possess a more finely tuned nervous system. She argues that empathy and deep processing aren't weaknesses to be "toughed out," but biological advantages that, when managed with the right systems, lead to unparalleled strategic success.Join them as they discuss how to break the cycle of overthinking, the science of the "empathy neuron," and how to stop being the "single point of failure" by teaching people exactly how to treat you.Inside the Episode:The Biology of Sensitivity: Melody explains the MRI research behind high sensitivity, revealing increased activity in brain regions related to decision-making and the "mirror neurons" that allow us to process emotions more deeply.Deep Thinking vs. Overthinking: Learn the vital distinction between productive problem-solving and the "paralysis by analysis" that stems from trying to optimize for too many masters at once.The "Frustrated Crier" Reframe: A tactical guide for women who tear up at work. Learn how to shift from a reaction of shame and apology to a position of strength by crediting your emotions to high standards and dedication.The "Honor Roll Hangover": Why the "good girl" mentality—saying yes to everything and working harder to be noticed—actually makes you unpromotable in the eyes of senior leadership.Managing Up Strategically: Why influencing your boss isn't about "making them happy," but about reclaiming your own agency and autonomy so you can lead your career from the driver's seat.The High-Low-Hero Ritual: A simple end-of-day shutdown process to close the "mental tabs" in your brain and prevent work stress from leaking into your home life.Setting the Precedent: Melody's "best advice" on why you must stop being the first to volunteer and instead start teaching people how to treat you by valuing your own time first.

What if the very traits you've been told make you "too emotional" for the C-suite are actually the high-level brain functions required for elite leadership?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Melody Wilding, executive coach and author of Trust Yourself and Managing Up. Melody introduces the concept of the "Sensitive Striver"—high achievers who possess a more finely tuned nervous system. She argues that empathy and deep processing aren't weaknesses to be "toughed out," but biological advantages that, when managed with the right systems, lead to unparalleled strategic success.Join them as they discuss how to break the cycle of overthinking, the science of the "empathy neuron," and how to stop being the "single point of failure" by teaching people exactly how to treat you.Inside the Episode:The Biology of Sensitivity: Melody explains the MRI research behind high sensitivity, revealing increased activity in brain regions related to decision-making and the "mirror neurons" that allow us to process emotions more deeply.Deep Thinking vs. Overthinking: Learn the vital distinction between productive problem-solving and the "paralysis by analysis" that stems from trying to optimize for too many masters at once.The "Frustrated Crier" Reframe: A tactical guide for women who tear up at work. Learn how to shift from a reaction of shame and apology to a position of strength by crediting your emotions to high standards and dedication.The "Honor Roll Hangover": Why the "good girl" mentality—saying yes to everything and working harder to be noticed—actually makes you unpromotable in the eyes of senior leadership.Managing Up Strategically: Why influencing your boss isn't about "making them happy," but about reclaiming your own agency and autonomy so you can lead your career from the driver's seat.The High-Low-Hero Ritual: A simple end-of-day shutdown process to close the "mental tabs" in your brain and prevent work stress from leaking into your home life.Setting the Precedent: Melody's "best advice" on why you must stop being the first to volunteer and instead start teaching people how to treat you by valuing your own time first.

In this episode, we chat with Beth Borody, who is the founder of Maven, a platform putting real capital and real decision-making power into new hands, particularly women, in a sector where access to opportunity has traditionally been tightly controlled. Last time Beth was on the show, we talked about why women should be investing in mining. This time, we're talking about what happens when you stop asking for a seat at the table and start building a new table altogether. We'll get into resistance, capital flows, ESG reality versus rhetoric, and whether changing who controls money might change mining itself. KEY TAKEAWAYS After identifying that women were often excluded from mining investment due to systemic barriers and a lack of specific research, Beth transitioned from educational advocacy with Femina Collective to founding Maven, a female-led mining company. Maven distinguishes itself by building in the open, intentionally making the mining process and investment opportunities accessible to those outside the traditional industry inner circle. Maven prioritises a proactive ESG approach, emphasising community partnership and environmental due diligence from day one  he venture aims to tap into the $1 trillion wealth transfer currently moving into the hands of women, directing that capital toward the mining sector BEST MOMENTS "Why aren't we actually building a mining company that's based on the values and ethos of what we've built with Femina?” "We want to turn that on its head and say, 'No, we don't think so. We think that everyone should have access to mining. Mining's happening in everyone's backyard, especially here in Canada and the US.'" "The fact of the matter is we need mining so badly right now, and we need so much more mining right now that that pie is only going to get bigger." "We don't want to have to retrofit later down the road social issues or environmental issues that come up because we just ignored them at the front." GUEST RESOURCES Website - www.mavenexploration.com  LinkedIn - https://www.linkedin.com/company/maven-exploration/ Instagram - radically_maven  VALUABLE RESOURCES Mail:        ⁠rob@mining-international.org⁠ LinkedIn: ⁠https://www.linkedin.com/in/rob-tyson-3a26a68/⁠ X:              ⁠https://twitter.com/MiningRobTyson⁠  YouTube: ⁠https://www.youtube.com/c/DigDeepTheMiningPodcast⁠  Web:        ⁠http://www.mining-international.org⁠ CONTACT METHOD ⁠rob@mining-international.org⁠ ⁠https://www.linkedin.com/in/rob-tyson-3a26a68/⁠ Podcast Description Rob Tyson is an established recruiter in the mining and quarrying sector and decided to produce the “Dig Deep” The Mining Podcast to provide valuable and informative content around the mining industry. He has a passion and desire to promote the industry and the podcast aims to offer the mining community an insight into people's experiences and careers covering any mining discipline, giving the listeners helpful advice and guidance on industry topics.  This Podcast has been brought to you by Disruptive Media. https://disruptivemedia.co.uk/

We are joined by Aston Villa fan Frankie Maguire from the All Villa No Filler podcast to preview Saturday's FA Cup fourth round tie and to discuss the ongoing battle with the Premier League's PSR regulations. --- Get an exclusive discount on your NORD VPN by clicking here: ⁠⁠https://nordvpn.com/toon There's no risk a 30-day money back guarantee. Learn more about your ad choices. Visit podcastchoices.com/adchoices

In this episode of the London History Podcast, host Hazel Baker, a qualified London tour guide, and founder of londonguidedwalks.co.uk, explores the financial history of London and the role of women in this narrative. Joined by Jenny Funnell, a second-generation City of London tour guide, the episode delves into the story of Mary Harris Smith, the world's first female chartered accountant. The discussion covers Smith's origins, her career challenges, her efforts in promoting the employment of women, and her eventual recognition in the male-dominated field of accountancy. The episode also touches on the limited representation of women in London's history as seen through plaques and statues in the city, and discusses the ongoing legacy of Smith's groundbreaking work. Jenny Funnell provides deep historical insights and personal anecdotes, making the episode both informative and engaging.

As you start your career perhaps you are told the glass ceiling is about experience, confidence, or readiness. But for many women, the real barrier to advancement is hard to see—and it has nothing to do with competence. As women advance into leadership, the communication rules quietly change. What once made you a high performer can suddenly work against you. In this episode, we explore the communication glass ceiling—the subtle but powerful shift in how you're expected to speak, take up space, and lead as your visibility grows. You'll learn why "just working harder" isn't the answer, how communication patterns are often misinterpreted at higher levels, and what it actually takes to be heard, trusted, and followed without shrinking or performing.   In this episode, we cover: Why competence alone stops translating into leadership influence The invisible communication shifts women face as they rise How to develop executive presence without losing authenticity What it means to claim authority while creating space for others to rise too This conversation is for women who know they're capable—and are ready to communicate at the level their leadership demands. For more inspiration—and to watch my free training, The Calm and Confident Communicator—head over to www.speaktoinspire.com. If you enjoyed this episode, be sure to subscribe so you never miss an upcoming tip to elevate your speaking skills. And I'd be so grateful if you'd leave a rating and review—it really helps more people find the show! Thanks for listening!

Growing a property management business often starts out exciting. More properties, a bigger team, strong results. But as the business grows, so does the responsibility. There are more decisions to make, more people relying on you, and less room to step away. And that becomes even harder when you're also trying to be present for your family.In this episode, we explore what happens when a business keeps growing but the structure doesn't keep up. We also talk about how small changes in leadership, systems, and mindset can completely transform how your business feels to run, both at work and at home.I'm joined by Rebecca Halton, CEO, Licensee and Auctioneer at the helm of one of WA's top-performing LJ Hooker offices and the number one Property Management Business in the LJ Hooker network across Australia. Bec shares her incredible journey growing the business in Perth from around 400 to 4,000 properties under management.She gives us a behind-the-scenes look at what growth really felt like. From the pressure of doing too much herself, to the impact it had on family life, and the game-changing decisions that helped her build a business that runs smoothly without needing her in every part of it.“You don't just wake up with freedom. You have to design it, and you have to know exactly what you're building towards” - Rebecca HaltonWe cover:How Bec grew an LJ Hooker property management business from around 400 to 4,000 properties under management and why the business had to operate very differently as it scaledWhat Bec learned once the rent roll reached size, including the reality of losing 20–30 properties every month through sales and landlords exitingWhy bringing in new managements doesn't automatically mean growth, and how the numbers can be misleading if you don't understand what's leavingHow many new managements Bec's business needs each month just to stay the same size and why that was a turning point in how she thought about growthWhy one business development manager is never enough in a large rent roll, and how relying on one person limits business growthHow Bec structured business development across a team inside an LJ Hooker network to support a growing rent rollWhat it looked like when Bec was personally running sales, property management, finance, HR, and payroll and why that model eventually brokeHow motherhood, family life, and burnout forced Bec to redesign the business so it no longer relied on her being across everything and support her life long termKylie's Resources:Property Management Growth School: https://courses.thatpropertymum.com.au/TPM-BDMSchool Digital Marketing School: https://courses.thatpropertymum.com.au/digitalschool That Property Mum Courses: https://www.thatpropertymum.com.au/courses/ The PM Accelerate

Most listeners are likely already familiar with the term "glass ceiling," but what about the term, "sticky floors" and the role these internal barriers can play in achieving success?  Today's guest, Erica Rooney, podcaster, keynote speaker, gender equality crusader, and author of the book "Glass Ceilings and Sticky Floors," explains the internal barriers to success, otherwise known as sticky floors, and explains her four step SNAP method and the practical ways it helps to overcome barriers including imposter syndrome, perfectionism, and worrying about what others think. Big Talk Question: What would you do tomorrow if you were no longer worried about being too much or not enough? **Get the new Big Talk Questions – Starter Pack** Guest's Website: Keynote Speaker - Author - Gender Equality Crusader Work with Danielle: If you are ready to start working with a life coach or just want to learn more about the impact that coaching can have in your life, visit Danielle's website at www.daniellemccombs.com and schedule a complimentary exploratory session.  Work with Kristy: You can work with Kristy one-on-one or hire her to speak with your team to improve workplace communication. Visit Kristy's website at www.kristyolinger.com  and find her work journal at Work Journal — Kristy Olinger. Connect with us at theoppositeofsmalltalkpodcast@gmail.com  

Juliana Garcia started climbing the mountains of Ecuador at fifteen years old. Since then, she has climbed and guided many mountains and big walls throughout the Andes, Peru,Bolivia, Colombia, as well as in Pakistan, Alaska, United States and the Alps. She became the first female Latin American certified IFMGA mountain guide and served as the President of the Ecuadorian Association of guides for 6 years. She is currently one of the instructors of the Ecuadorian guiding school ESGUIM. Juliana is also a Patagonia Brand Ambassador and an AIARE Avalanche Education Instructor and POW ambassador. She served as “board member” at the IFMGA for six years and became the first female and non-European to occupy that position. Recently she was recognized by the IFMGA as an “honorary member”. Juliana got her “ski guide” diploma this spring 2025 in U.S by the AMGA. She became the first female Latin American to obtain this status as a full IFMGA. She is passionate aboutlearning and sharing.Episode Intro:Dear listeners of the Female Guides Requested Podcast,welcome back! I am your host, Ting Ting, from Las Vegas. Today's guest is a true trailblazer in the international guiding community: Juliana Garcia. Juliana is an Ecuadorian mountain guide whose career is a series of "firsts". She was the first woman to pass the rigorous aspirant exams in the Bolivian system and became the first female IFMGA-certified guide in all of Latin America. Juliana's influence extends far beyond the technical terrain of the Andes. She served two terms as the president of the Ecuadorian Mountain Guides Association, where she was instrumental in bringing their national school up to international standards. She also shattered glass ceilings at the highest level of the profession as the first woman ever to sit on the board of the IFMGA. At the time of this interview, Juliana was based in Washington state and was in the final stages of a multi-year journey to become a certified ski guide—a discipline she picked upas an adult to bring high-level snow science and safety back to her home community in Ecuador. (And to no one's surprise, she passed!) Now, let's dive into Juliana's inspiring life journey—her transition from volcanoes to the Cascades, the power of mentorship, and why she believes the most important tool a guide can have is the ability to listen.Links:Her Place in the Mountains – Patagonia StoriesJuliana's Instagram page – julianagarciaguideQuotes:I'm just a person that loves to be outside, loves to be in the mountains. yeah, that's it, I think.When I became part of the board… I became the first female to sit at that board ever. That blew my mind. I was like, ‘You kidding me?I knew that that discipline exist… and I was like, what? I'm going to learn how to ski as an adult. I'm going to learn a lot of our snow science and I'm going to do it.I love sharing how people put themselves outside of their limits, sometimes and they do it and they found joy doing it. I love to be part of that journey of other people.I think we are really good on listening. I think we are really good on perceiving what is going on in our surroundings when we are guiding… and I think we're really good on not being ashamed to turn around.I don't care anymore. I don't need to prove anything to anybody… I realized… I was pushing myself for no reason… no one is going to pushing me… I'm doing my own path.What we can do to help is just to choose to be uncomfortable for a moment in our daily life… We need to choose in our daily life things that we can do that support the energy overall.

What if the secret to overcoming imposter syndrome isn't getting rid of your fear, but learning to invert your perspective and use it as fuel?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Michelle "Mace" Curran, a former F-16 fighter pilot and lead solo pilot for the US Air Force Thunderbirds. As only one of two women in history to hold that title, Michelle has flown inverted inches from her wingman at 500 mph—all while battling the same inner critic that many high-achieving women face in the boardroom.Michelle shares how she moved from a shy, introverted high-achiever to a decorated combat veteran, revealing the mental discipline required to override survival instincts and the power of "call sign culture" in building psychological safety.Inside the Episode:Training Over Instinct: Michelle explains how the "insane" maneuvers of an air show are actually the result of thousands of hours of repetition, and how that same building of competence is the foundation for confidence in any male-dominated career.The Survival Brain in the Boardroom: How to distinguish between real physical danger and the primal fear of social judgment. Michelle shares her "zoom out" method to get worst-case scenarios out of your head and onto paper.The "Costume" of Confidence: Michelle opens up about her early career struggles in Japan, where she felt like she had to wear a "Type A costume" to belong, and the shock to her identity when she realized she couldn't be a "golden child" on day one.The Inner Voice vs. The Verdict: A breakdown of how to identify your inner critic—Michelle's looked like a "tactical older male pilot"—and why recognizing the source of that voice takes away its power.MACE: The Call Sign Story: The vulnerable story behind Michelle's call sign (Mock At Circle Entry) and how a near-catastrophic mistake involving 9 G-forces became her ultimate badge of honor.Call Sign Culture & Safety: Why having a nickname based on a mistake is actually a tool for psychological safety, encouraging a "debrief culture" where even the highest-ranking leaders openly admit their errors.Inverting Your Perspective: A look at Michelle's book, The Flip Side, and how to use the "action creates confidence" loop to navigate moments where "the shit hits the fan."If you're waiting to "feel ready" before chasing your biggest dreams, this episode is the reality check you need to start taking action in the presence of doubt.

What if the secret to overcoming imposter syndrome isn't getting rid of your fear, but learning to invert your perspective and use it as fuel?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Michelle "Mace" Curran, a former F-16 fighter pilot and lead solo pilot for the US Air Force Thunderbirds. As only one of two women in history to hold that title, Michelle has flown inverted inches from her wingman at 500 mph—all while battling the same inner critic that many high-achieving women face in the boardroom.Michelle shares how she moved from a shy, introverted high-achiever to a decorated combat veteran, revealing the mental discipline required to override survival instincts and the power of "call sign culture" in building psychological safety.Inside the Episode:Training Over Instinct: Michelle explains how the "insane" maneuvers of an air show are actually the result of thousands of hours of repetition, and how that same building of competence is the foundation for confidence in any male-dominated career.The Survival Brain in the Boardroom: How to distinguish between real physical danger and the primal fear of social judgment. Michelle shares her "zoom out" method to get worst-case scenarios out of your head and onto paper.The "Costume" of Confidence: Michelle opens up about her early career struggles in Japan, where she felt like she had to wear a "Type A costume" to belong, and the shock to her identity when she realized she couldn't be a "golden child" on day one.The Inner Voice vs. The Verdict: A breakdown of how to identify your inner critic—Michelle's looked like a "tactical older male pilot"—and why recognizing the source of that voice takes away its power.MACE: The Call Sign Story: The vulnerable story behind Michelle's call sign (Mock At Circle Entry) and how a near-catastrophic mistake involving 9 G-forces became her ultimate badge of honor.Call Sign Culture & Safety: Why having a nickname based on a mistake is actually a tool for psychological safety, encouraging a "debrief culture" where even the highest-ranking leaders openly admit their errors.Inverting Your Perspective: A look at Michelle's book, The Flip Side, and how to use the "action creates confidence" loop to navigate moments where "the shit hits the fan."If you're waiting to "feel ready" before chasing your biggest dreams, this episode is the reality check you need to start taking action in the presence of doubt.

What if the biggest barrier to your business growth isn't your vision, but your refusal to look at the numbers?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Danielle Hendon, founder of Four Corners CFO. After a decade in corporate finance, Danielle realized that many entrepreneurs are brilliant at their craft but paralyzed by their books. She's on a mission to turn founders into confident financial leaders by simplifying complex "money talk" into actionable strategy.Join them as they discuss why you can't lead where you don't look, how to stop letting your bank account define your self-worth, and the vital mindset shift needed to move from a "stagnant pond" to a "flowing river" of wealth.Inside the Episode:The Music to Math Pipeline: Danielle shares her unconventional journey from aspiring opera singer to CPA, explaining the scientific mesh between musical patterns and numerical data.The Judgment Trap: Why women often feel like their financial statements are a "grade" on their performance as a human, and how to start viewing numbers as neutral tools for decision-making.Forecasting as Leadership: Danielle breaks down why the goal of a budget isn't necessarily to hit it—it's a roadmap to help you understand the "why" behind your business's story.The "Stagnant Pond" vs. "Flowing River": A powerful visual analogy for shifting from a scarcity mindset to an abundance mindset, and why you must "spend money to make money."The Power of Profit: Why paying yourself first is not selfish, but a requirement for sustainable growth and the ability to eventually delegate tasks.Sticky Floors of Delegation: Danielle opens up about her own struggle with hiring and "letting go," revealing why the first revenue-generating hire is the hardest yet most necessary step to shatter your glass ceiling.Pricing for Value: A look at why hourly billing often penalizes expertise, and why shifting to flat-fee pricing allows you to profit from your own efficiency.If you've been putting your head in the sand when it comes to your business finances, this episode is the clarity and encouragement you need to step into the power of profit.

Have you ever noticed that just when things start going really well, something suddenly goes sideways? In this episode, I talk about why that happens and how it's often not bad luck or timing, but an internal “upper limit” kicking in when life starts to feel bigger, easier, or more successful than what feels familiar. I break down how upper limits quietly create self-imposed glass ceilings in our businesses, money, relationships, and even parenting. I'll show you how to spot upper-limiting patterns, why your brain does this to keep you safe, and what it looks like to stay with expansion instead of sabotaging it. For more information, transcript, and show notes, click here: jenna.coach/86 Join me for a free consultation by clicking here: https://mom.jenna.coach/apply You're invited to join us every 2nd Thursday for my free Mom Entrepreneurs Circle. Sign up here: https://mom.jenna.coach/circle Keep up with me on LinkedIn here: https://www.linkedin.com/in/jenna-rykiel and Instagram here: https://www.instagram.com/jrykiel3 If you enjoy the show, please follow, rate, review, and share the podcast! Your support helps the show reach moms just like you who are ready to quit their 9-to-5 in pursuit of a life and business they love. Click here for instructions on how to leave a review: https://jenna.coach/podcast/podcastlaunch

This week we're changing it up and I'm sitting in the guest chair. In this special “podcast swap” episode of Side Hustle Pro, I'm sharing an interview from the podcast To Tell You The Truth with host and Podcast Moguls student Brittany Sharpton. We dive into the concept of self-imposed barriers and how they can prevent entrepreneurs, especially Black women, from realizing their full potential. In this episode I share:My journey to reclaiming my power in spaces where Black women aren't usually empowered- and why I'm constantly reminding myself that I'm that girlSteps to take to combat the fear and negative self-talk that often creep inWhat feeds my soul and the lessons I'm learning every day- even as a seasoned entrepreneur Insights from my Podcast Moguls course and how I've seen Brittany grow after being a student Highlights Include:00:00 Intro03:30 From corporate to entrepreneur 09:55 The importance of having a side hustle 11:45 Overcoming biases17:30 How to show up as a working mom22:00 Getting your mojo back 27:15 Overcoming the limitations of the patriarchy37:04 Tips to feed your soul41:15 Beating fear and imposter syndromeCheck out episode 495 of Side Hustle Pro podcast out now on Apple Podcasts, Spotify, and YouTubeLinks mentioned in this episodeBrittany's Instagram: https://www.instagram.com/britthappenshq/ To Tell You The Truth Pod: https://www.instagram.com/totellyouthetruthpod/ Nicaila's Instagram: https://www.instagram.com/sidehustlepro/ How To Make Money Podcasting Course: https://sidehustlepro.lpages.co/your-first-1000-downloads/ Management Leadership For Tomorrow: https://mlt.org/ Mel Robbins Podcast, Let Go of Negative Thoughts: https://www.melrobbins.com/podcasts/episode-198 Jen Sincero's Book: https://jensincero.com/ Walk Through Fire: https://www.amazon.com/Walk-Through-Fire-Memoir-Triumph-ebook/dp/B0BXM51HXN Get Good With Money: https://getgoodwithmoney.com/ Click here to subscribe via RSS feed (non-iTunes feed): http://sidehustlepro.libsyn.com/rss Hosted on Acast. See acast.com/privacy for more information.

My 7th annual review covers just the highlights from 33 total systems: How color-coded spreadsheets changed my behavior more than goal-setting, fine-tuning Glass Ceiling with precision drink accounting, the Spider Hunter sleep expansion pack, and gamifying my rage at Duolingo.

What if the secret to conquering self-doubt and negotiating your worth at work begins with lowering your tolerance for compromise in your most intimate relationships?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Jingjin Liu, serial entrepreneur, investor, and global advocate. Jingjin is the founder of the Elevate Group and the co-founder of Zazu, Asia's first sexual wellness company for women. She proves a radical truth: confidence in the bedroom leads to confidence in the boardroom.Jingjin shares her fascinating journey from a "weird girl" in Beijing to the youngest Global Marketing Director in a male-dominated industry, revealing how deep-seated societal conditioning and a high tolerance for small compromises at home are the sticky floors keeping women stuck in their careers.Inside the Episode:The Bedroom to Boardroom Link: Jingjin breaks down how women's tendency to make compromises in the bedroom (e.g., accommodating a partner's sleep or TV habits, or silence about sexual desire) builds a pattern of accommodating behavior that is carried directly into the workplace.The Snoring Analogy: A powerful and relatable example of the high tolerance for "bullshit" women build at home—from sleeping poorly due to a partner's snoring to not asking for dishes to be washed—and why lowering that tolerance is the first step toward self-assertion.The LIE of Self-Worth: How making small, repeated compromises at home leads to the deep, intrinsic belief that "I am not worth it," making it impossible to ask for a bigger budget or better salary at work.The Twin Sticky Floors: The two most common traps for high-achieving women in corporate settings: The Likability Trap & PerfectionismFighting for the Whole Cookie: How to move past the "tall poppy syndrome" and scarcity mindset that pits women against each other. Jing Jin argues that women are often distracted by fighting for the crumbs instead of demanding the whole damn cookie for everyone.The Global Sisterhood: Jingjin shares the exciting evolution of the Elevate Group's mission, shifting from focusing only on Asian women to impacting 5 million women in business globally, recognizing that gender discrimination and self-doubt are universal challenges.If you are ready to reclaim your power, fight back against sexism, and elevate your ambition by dismantling the inner conditioning that holds you back, this episode is a courageous call to action.

Eileen Collins: Through the Glass Ceiling to the Stars Colonel Eileen M. Collins, USAF (retired), earned a place in history as the first American woman to pilot, and later to command, a space mission. She flew on the space shuttle four times, twice as commander – including the 2005 “return to flight” mission after the tragic Columbia accident. She is the subject of the documentary movie Spacewoman and author of the book Through the Glass Ceiling to the Stars: The Story of the First American Woman to Command a Space Mission (Amazon, Bookshop)*. We all have times in our careers where all eyes are on us. In this conversation, Eileen and I explore the critical moments of her career and how she stayed grounded while soaring among the stars. Key Points Until we are tested, we don't know what we are capable of. Nerves creep in at times for all of us. When they do, it's helpful to think about representing your role instead of representing yourself. When decisions become difficult, always come back to, “What's the mission?” Train for the skill, not for the task. During high-stakes times, remember your family and personal life. They will help you stay grounded. Resources Mentioned Through the Glass Ceiling to the Stars: The Story of the First American Woman to Command a Space Mission by Eileen Collins (Amazon, Bookshop)* Spacewoman documentary, featuring Eileen Collins Interview Notes Download my interview notes in PDF format (free membership required). Related Episodes How to Lead and Retain High Performers, with Ruth Gotian (episode 567) The Way to Handle Q&A, with Matt Abrahams (episode 681) How to Start the Top Job, with Scott Keller (episode 752) Discover More Activate your free membership for full access to the entire library of interviews since 2011, searchable by topic. To accelerate your learning, uncover more inside Coaching for Leaders Plus.

Anthony welcomes Khobi Price (SCNG, OC Register) to discuss the glass ceiling the Lakers keep bumping up against. Is there a way to improve the collective athleticism in the Lakers rotation internally? Or is a trade required to address this clear deficiency? The guys talk this, the starting lineup and the Giannis trade rumors that hang over everything. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

What if the ultimate key to professional success and unlocking your full potential isn't external competition, but the internal wisdom gained from managing your mind and emotions?In this episode of Glass Ceilings and Sticky Floors, host Erica Rooney sits down with Meredith Haberfield, CEO and Founder of Think Human. With a unique background blending molecular biochemistry, executive leadership, and even Whitewater River guiding, Meredith proves that igniting transformational change in innovative companies requires blending social, psychological, and neurological science.Join them as they explore why focusing on internal growth is the only way to overcome the "sticky floors" of people-pleasing and self-doubt, and how to use the science of your brain to make courageous leadership feel less scary.Inside the Episode:From Biochemistry to CEO: Meredith shares her fascinating journey, explaining how her early experiences as a Whitewater River guide and her research on stress hormones and the immune system shaped her understanding that human behavior isn't dictated by logic.The People-Pleasing Trap: The most common "sticky floor" Meredith sees with high-achieving women: using external validation (like a boss's approval) as a food source, and how to disconnect from that need to author your own path.Time-Bound Sacrifices: Powerful advice for women making sacrifices for their team: why you must put a time boundary around those sacrifices to prevent them from becoming an ugly, permanent reality.Intentionality Over Anxiety: A discussion on the difference between intention (which speaks in statements) and anxiety (which speaks in questions), and how to create a clear picture of what you're aiming for to mobilize the subconscious brain.Blind Spot Hunting: A counter-intuitive approach to uncovering your hidden flaws. Learn why you must get "excited about seeing the ugly stuff" and approach your self-judgments with compassion and curiosity, much like a detective.The Stretch Zone Advantage: The scientific reason (apoptosis) why operating in your stretch zone—just outside your comfort zone—is not only beneficial for mental growth but actively optimizes your physical immune system.The Fire-Fueling Reaction: What to do immediately after a professional failure or rejection: commit to a "boatload of action"—do 10 small things right now—to spark new possibilities and avoid the narrative of failure.If you're ready to stop waiting for external validation and unlock the internal capabilities needed to lead with unparalleled clarity and courage, this episode is your scientific playbook.

Has your nervous system been saying, “Ma'am, we are at capacity” ?On today's episode, Sam talks candidly about hitting her upper limits in real time: leading a rapidly growing podcast company, holding big vision with God, navigating marriage and support with Kurt, and realizing her biggest challenge isn't more… it's learning how to hold more. From full-body meltdowns to bath-time cries to realizing she still struggles to ask for help, Samantha walks you through how she's navigating this season instead of pretending she has the polished three-step solution.Using fitness, ultra-running, and lifting as metaphors, she breaks down how growth actually works: your “muscles” tear first, then you rebuild stronger. You'll hear how she's zooming out to make smarter decisions, building team and systems, and learning to trust herself, God, and her capacity — while reminding you that your limit is probably a lot higher than you think.If you're in a season of rapid expansion, big opportunities, and “good problems” that still feel like a lot, this one will feel like a deep exhale and a firm hand on your back saying: You're not crazy, you're just growing.Key Topics DiscussedWhat it really feels like to hit your max capacity as a founder and leaderThe difference between wanting more and being resourced to hold moreNervous system tools, regulation, and why your body “freaks out” when things explodePreparing your physical, emotional, mental, and spiritual body for a bigger missionA birthday honey roast, a long speaker day, and the bathtub breakdown that cracked things openLearning to fully receive support from a partner (without guilt or flinching)The deeper challenge of asking for help when you don't even know what you needBeing the “go-to” friend… and realizing you also get to lean on your peopleIn the business vs. on the business: zooming out to strategize, hire, and systematizeThe isolating side of “everything is working” and the pressure of holding fast growthOperating from your “next level” identity and bringing her into your current realityWhy your perceived capacity is usually way lower than your actual capacityFitness and ultra-running as a mirror for business resilience and self-trustOvercommitting, rescheduling, and releasing the shame of moving things on your calendarLearning to batch, build systems, and create white space to thinkDifferentiating between energy faucets (what fills you) and drains (what leaks you)The slingshot effect: pulling back to reset so you can break through the next ceilingShare this episode with your overachiever friends. Know a founder, leader, or creator who's quietly drowning in “good problems”? Text them this episode so they know they're not the only one maxing out and moving through it.Reflect on your real capacity. Grab a journal and ask: What's actually draining me? What's truly filling me? Where am I underestimating my ability to hold more? Use this as a starting point to adjust your commitments, support, and systems.Audit your support systems. Ask yourself: Where am I resisting help? Who could I lean on more — partner, friends, team, God? Then actually send the text or have the conversation you've been avoiding.If you're ready to build a podcast that matches your voice and vision… You can explore working with Samantha and her company, Voice & Visibility, to launch or grow a podcast that becomes a real asset to your brand — not just another content chore. www.voiceandvisibility.comTag Sam on social with your aha moment Screenshot this episode, share your biggest takeaway, and tag Samantha so she can see what landed and cheer you on in your own expansion season.Join My Newsletter: https://voiceandvisibility.myflodesk.com/optinFollow Samantha on InstagramFollow Samantha on TiktokSubscribe on Youtube

What if the secret to building an authentic, successful career isn't a linear path, but embracing the chaos of a playground model and leveraging your most human qualities?In this episode of Glass Ceilings and Sticky Floors, Erica Rooney sits down with Ashley Faus, Head of Lifecycle Management at Atlassian and author of the upcoming book, Human-Centered Marketing, How to Connect with Audiences in the Age of AI. Ashley brings a fresh perspective, blending her deep expertise in marketing and technology with her background in musical theater and vocal performance.Join them as they explore how the empathy skills of a theater kid translate directly into high-level business strategy, and how women can build true trust, authority, and influence using Ashley's four pillars of thought leadership.Inside the Episode:The Theater Kid to Tech Leader Pipeline: Ashley reveals the surprising synergy between musical theater and marketing, explaining how stepping into a character's shoes directly translates into high-level audience empathy and strategic business connection.The Problem with "Bright Girls": A discussion on why the linear structure of traditional education is a disservice to high-achieving women, leading them to believe that career snags mean they're "not smart."The Career as a Playground: Why the traditional career funnel doesn't work and how to view your professional journey as a playground where you can climb the slide or use skills in "the wrong way" (e.g., a lateral move) for massive long-term growth.The Checkers vs. Chess Promotion Rule: Critical advice for ambitious women on how to play the "smart game of checkers" for 12 months after a promotion, avoiding the frustration of unrealistic growth expectations in large companies.The Four Pillars of Thought Leadership: Ashley breaks down her framework for building influence: Credibility, Profile, Being Prolific, and Depth of Ideas. Learn which pillar is likely your weakest point and how to strengthen it.Building Trust in the Age of AI: The three essential human elements (Logic, Empathy, and Authenticity) that are critical for building genuine trust and authority when the digital world is flooded with AI-generated content.The Minimum Viable Action (MVA): A practical strategy for managing your energy and relationships, maintaining a "warm" baseline (e.g., a quick text) so you don't always have to start from zero.If you're ready to embrace a non-linear career path and use your innate human connection skills to build lasting influence and authority, this episode is your strategic guide.

Build one of the most successful brokerage with the strategies of Dawson Boyer. Dawson joins us today to share his tips and roadmap that took his team to the top. From being a solo agent to making the switch and starting a brokerage, he has so much experience in helping experienced agents get out of the ruts! This is one Real Estate Rockstar you definitely don't want to miss. Listen now and discover the bigger vision behind the real estate market! Links: Check out Dawson Boyer's Website  Email Dawson Boyer at: DawsonBoyer@PHREHomes.com Follow Sara Denig on Instagram  Follow Christina Leavenworth on Instagram  Follow Aaron Amuchastegui on Instagram  Get Hundreds of FREE Real Estate Tools From the Toolbox  Join the 2026 Mastermind: Get your tickets HERE!